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Compensation Manager Jobs in Ohio (NOW HIRING)

TQL

Compensation Analyst

Cincinnati, OH · On-site

Manages projects such as survey participation/analysis and compensation integration* Develops and documents procedures to streamline processes to ensure compliance with regulatory requirements and ...

Cleveland Clinic

Compensation Consultant

Cleveland, OH · Remote

$106K/yr

This position will work independently, manage incentive compensation activities, and contribute to the build-out of incentive programs in Workday Extend, including technical compensation processes ...

New

Medpace, Inc.

Compensation Analyst

Cincinnati, OH · Hybrid

Manage requests from various management teams to modify the company career path structure ... Act as compensation advisor for hiring/management teams and HR; * Support the review of global ...

Vaco LLC

Compensation Analyst

Monroe, OH · On-site

$90K/yr

... Manage compensation plans, forms, route maps, budgets, launches, and final approvals while ensuring accurate data and processing. • Lead system testing, data validation, reconciliations, and ...

Cleveland--cliffs-1

Compensation Analyst

Cleveland, OH · On-site

$80 - $110/hr

The Compensation Analyst supports the design, administration, and delivery of the Cleveland-Cliffs ... Ability to manage multiple priorities and work effectively in a fast-paced, deadline-driven ...

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All JobsCompensation JobsCompensation Manager JobsCompensation Manager Jobs in Ohio

Compensation Manager information

See Ohio salary details

$33.8K

$109.1K

$161.1K

How much do compensation manager jobs pay per year?

As of Sep 7, 2026, the average yearly pay for compensation manager in Ohio is $109,074.00, according to ZipRecruiter salary data. Most workers in this role earn between $91,300.00 and $126,000.00 per year, depending on experience, location, and employer.

What is a compensation manager?

A compensation manager is part of a corporate HR team which researches and develops the pay policies in a company. They use research to help determine fair pay scales for all the company employees. Duties include helping the business with recruiting and integrating new employees. At a small company, they might be responsible for all aspects of the pay system, while at a larger company they may have specific responsibilities, such as doing market research or surveying workers.

What are the key skills and qualifications needed to thrive as a compensation manager?

To thrive as a Compensation Manager, you need expertise in compensation analysis, benefits administration, and compliance, often supported by a degree in human resources or business and relevant certifications such as CCP (Certified Compensation Professional). Familiarity with HRIS systems, data analytics tools, and compensation benchmarking software is typically required. Strong analytical thinking, attention to detail, and effective communication skills help you design competitive pay structures and collaborate with stakeholders. These skills ensure fair, data-driven compensation practices that support employee satisfaction and organizational goals.

What are some common challenges compensation managers face when designing competitive pay structures?

Compensation Managers often navigate the challenge of balancing internal equity, market competitiveness, and budget constraints when designing pay structures. They must ensure that compensation packages attract and retain top talent while staying compliant with regulations and maintaining fairness across the organization. Additionally, Compensation Managers regularly analyze market data, manage employee expectations, and collaborate with HR and leadership to support organizational goals. These complexities require strong analytical skills, communication, and the ability to adapt to changing market trends.

What is the difference between Compensation Manager vs Compensation Analyst?

AspectCompensation ManagerCompensation Analyst
CredentialsBachelor's degree, often HR or Business; certifications like CCP or CBPBachelor's degree in HR, Business, or related; certifications like CCP beneficial
Work EnvironmentOversees compensation strategies, manages teams, collaborates with HR leadershipAnalyzes salary data, prepares reports, supports compensation programs
Employer & Industry UsageUsed in large organizations across various industriesCommon in HR departments, especially in finance, healthcare, and tech sectors

The Compensation Manager focuses on developing and managing overall compensation strategies, policies, and team leadership. In contrast, the Compensation Analyst primarily conducts data analysis, prepares reports, and supports compensation program implementation. Both roles require similar credentials but differ in scope and responsibilities within the compensation function.

What degree do you need to be a compensation manager?

A compensation manager typically needs a bachelor's degree in human resources, business administration, finance, or a related field. Many employers prefer candidates with a master's degree or professional certifications such as the Certified Compensation Professional (CCP). Relevant skills include data analysis, knowledge of compensation laws, and experience with HR software.
More about Compensation Manager jobs

What are the most commonly searched types of Compensation jobs in Ohio?

The most popular types of Compensation jobs in Ohio are:

What are popular job titles related to Compensation Manager jobs in Ohio?

For Compensation Manager jobs in Ohio, the most frequently searched job titles are:

What job categories do people searching Compensation Manager jobs in Ohio look for?

The top searched job categories for Compensation Manager jobs in Ohio are:

What cities in Ohio are hiring for Compensation Manager jobs?

Cities in Ohio with the most Compensation Manager job openings:

Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Ohio as of August 2026, with employment types broken down into 90% Full Time, 9% Part Time, and 1% Contract. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $109,074 per year, or $52.4 per hour.

Senior Compensation Analyst

Wright-Patt Credit Union, Inc.

Beavercreek, OH • On-site

$77K - $100K/yr

Full-time

Posted 5 days ago

Wright-Patt Credit Union rating

5.8

Company rating: 5.8 out of 10

Based on 8 frontline employees who took The Breakroom Quiz

Job description


The Senior Compensation Analyst assists the cooperative with governance, oversight, analysis, insight, development, structure, and maintenance of all WPCU salary bands, variable compensation plans, and incentives.
1) Executes on creation, efficacy, profitability, compliance, and audit functions for all variable compensation plans. Works with third-party compensation vendor as needed to review design of plans and industry best practices. (20%)
2) Delivers ad-hoc compensation reporting (including annual board reporting), analysis, and recommendations for design and structure. (15%)
3) Addresses audit and regulatory findings/recommendations in all compensation plans and pay practices. Ensures compensation management practices and SOPs are up-to-date, reflect policy accurately, and are compliant. (15%)
4) Engages with third-party compensation vendor to request and analyze market valuation for position pricing as needed and delivers results to internal management; consults HR and management team partner-employees with complex compensation offers and negotiations; assists Director, HR and VP, HR with pay equity and spot bonus request evaluations. (15%)
5) Conducts the triennial compensation project, including engagement with internal stakeholders and coordination with third-party compensation vendor. (15%)
6) Works with third party compensation vendor to deliver annual recommendations for salary range adjustment and merit pool; collaborates with HR and benefits team members to assess strength of total rewards package offered to partner employees. (5%)
7) Researches and executes pay equity, living wage, and similar initiatives, as directed; assists with total rewards statement data gathering and execution. (5%)
8) Leads compensation-specific training for management and partner-employees. Provides consultation to managers on compensation topics. (5%)
9) Ensures proper policies, procedures, risk mitigation activities, and operating controls are followed. Reports gaps in policies, procedures, and operating controls to leadership to ensure member/partner-employee impact and risk is mitigated. (5%)
Required Skills
1) A bachelor's degree in Human Resources, Finance, Economics (or a related, applicable field) required;
2) Five (5) to Eight (8) years of progressive experience in compensation planning and oversight required;
3) Certified Compensation Professional (CCP) or similar certifications highly preferred;
4) Advanced data processing and analytical skills, including complex financial modeling, predictive analysis, and executive presentation design required;
5) Advanced Microsoft Excel mastery;
6) Excellent verbal and written communication skills, including the ability to make complex subject matter approachable and easy to understand.
7) Ability to work independently, interdependently, and as part of a team.
8) Demonstrated experience/maturity to handle confidential and sensitive information.
9) Possess a positive, service-oriented attitude with excellent follow-through on issues.
10) Foresees potential challenges and comes prepared with solutions to solve variety of problems.
11) Highly organized with ability to manage multiple priorities in a fast-paced environment.

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