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Compensation Manager Jobs in Texas (NOW HIRING)

loanDepot

Leader, Compensation

Plano, TX · On-site

Manages the annual compensation planning cycle, including merit, promotional adjustments, and salary structure updates, ensuring accurate modeling, analysis, and execution. * Oversees the ...

loanDepot

Leader, Compensation

Plano, TX · On-site

Manages the annual compensation planning cycle, including merit, promotional adjustments, and salary structure updates, ensuring accurate modeling, analysis, and execution. * Oversees the ...

Optimum

Manager Sales Compensation

Plano, TX · On-site +1

Job Summary The Sales Compensation Manager is responsible for leading the design, analysis, and continuous improvement of sales compensation programs for the Consumer Services Sales organization.

Southern Shingles

Senior Compensation Analyst

Mckinney, TX · Hybrid

$77K - $100K/yr

Direct Manager Direct Reports: * The Senior Compensation Analyst reports directly to the Compensation Manager within the SRS Heritage Group. This position does not have any direct reports. The role ...

Ensign Services

Workers Compensation Resources

Dallas, TX · On-site

$95K - $105K/yr

Manage third party claims administrators and adjusters. * Maintain, update and continuously improve workers compensation risk management policies, processes, and systems. * Timely communicate ...

Acuren Inc.

Director Total Rewards

Houston, TX · On-site

$150 - $190/hr

This position will oversee the Compensation function and the Total Rewards design for Acuren, to include performance management and employee recognition. Additionally, this position will lead and ...

jcb

Total Rewards Manager

San Antonio, TX

Position Purpose The Compensation & Benefits Manager is responsible for designing, implementing, communicating, and advising on regional compensation and benefits policies, programs, and strategies.

Phase2 Technology

Director Total Rewards

Houston, TX · On-site

$180 - $260/hr

This position will oversee the Compensation function and the Total Rewards design for Acuren, to include performance management and employee recognition. Additionally, this position will lead and ...

Acuren Inspection, Inc.

Director Total Rewards

Houston, TX · On-site

$116K - $159K/yr

This position will oversee the Compensation function and the Total Rewards design for Acuren, to include performance management and employee recognition. Additionally, this position will lead and ...

Acuren Inspection, Inc.

Director Total Rewards

Houston, TX · Hybrid

$116K - $159K/yr

This position will oversee the Compensation function and the Total Rewards design for Acuren, to include performance management and employee recognition. Additionally, this position will lead and ...

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Showing results 41-60

All JobsCompensation JobsCompensation Manager JobsCompensation Manager Jobs in Texas

Compensation Manager information

See Texas salary details

$33.1K

$106.9K

$157.9K

How much do compensation manager jobs pay per year?

As of Aug 17, 2026, the average yearly pay for compensation manager in Texas is $106,889.00, according to ZipRecruiter salary data. Most workers in this role earn between $89,400.00 and $123,400.00 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 Texas?

The most popular types of Compensation jobs in Texas are:

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

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

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

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

What cities in Texas are hiring for Compensation Manager jobs?

Cities in Texas with the most Compensation Manager job openings:

Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Texas as of August 2026, with employment types broken down into 1% As Needed, 87% Full Time, 11% Part Time, and 1% Contract. Highlights an 93% Physical, 3% Hybrid, and 4% Remote job distribution, with an average salary of $106,889 per year, or $51.4 per hour.

Leader, Compensation

loanDepot

Plano, TX • On-site

Full-time

Medical, Dental, Vision, PTO

Posted 6 days ago

loanDepot rating

7.8

Company rating: 7.8 out of 10

Based on 18 frontline employees who took The Breakroom Quiz

Job description

Description
Position at loanDepot
Position Summary:
Responsible for designing, analyzing, and administering the organization's compensation programs. This role provides strategic guidance on market competitiveness, internal equity, and compensation policy application, ensuring alignment with organizational goals and regulatory requirements. Leads complex compensation analyses, manages job architecture and salary structures, supports annual compensation planning cycles, and partners closely with HR and business leaders to deliver data-driven insights and recommendations. The role ensures compensation programs are competitive, compliant, and effectively support talent attraction, retention, and engagement.
Responsibilities:
  • Collaborates with HR Business Partners and business leaders to develop data-informed solutions for compensation programs, offers, and employee retention needs that align with organizational strategy.
  • Shapes and refines enterprise job structures and leveling frameworks that enable workforce consistency, transparency, and career progression.
  • Leads market pricing and benchmarking analyses by interpreting external salary survey data and compensation databases to maintain competitive and equitable pay practices.
  • Manages the annual compensation planning cycle, including merit, promotional adjustments, and salary structure updates, ensuring accurate modeling, analysis, and execution.
  • Oversees the organization's job description framework by creating, evaluating, and maintaining job documentation to enable accurate market pricing, job evaluation, and compensation administration.
  • Reviews and manages job requisitions within the talent management system, ensuring compensation alignment, data accuracy, and required approvals prior to posting.
  • Monitors federal, state, and local minimum wage regulations; conducts compliance analysis; and administers pay adjustments required to ensure all employees meet or exceed applicable wage requirements.
  • Administers and analyzes short-term incentive programs, supporting plan design, configuration, testing, and annual processing within Workday.
  • Oversees the administration and execution of long-term incentive programs, including equity awards and deferred compensation plans.
  • Performs comprehensive compensation analysis to identify trends, pay compression, market movement, and internal equity considerations, providing actionable insights to HR and business leaders.
  • Maintains job architecture, salary grades, and compensation-related data within HR systems, ensuring accuracy and alignment with organizational frameworks.
  • Ensures adherence to federal, state, and local compensation regulations, including pay transparency and pay equity requirements, through ongoing monitoring and analysis.
  • Participates in compensation surveys and manages relationships with external compensation data providers to support robust market intelligence.
  • Supports compensation-related audits, reporting, and special projects, delivering high-quality analysis and documentation.
  • Performs other duties and projects assigned.

Requirements:
  • Bachelor's degree, and/or a minimum of eight (8) + years of progressive compensation experience required.
  • Demonstrated experience with job architecture, market pricing, job evaluations, and compensation analysis.
  • Experience supporting or administering long-term incentive (LTI) programs is preferred.
  • Strong analytical skills with the ability to interpret complex compensation data and provide actionable recommendations.
  • Proficiency with Microsoft Office applications: Word, Excel, PowerPoint, Outlook, and Teams.
  • Experience with Payfactors, Payscale, MarketPay, Salary.com, Mercer, Radford, or similar compensation benchmarking and market pricing tools.
  • Experience with Workday Compensation or similar HRIS, compensation planning, and talent management systems is a plus.
  • Knowledge of compensation regulations, pay equity practices, and market trends.
  • Excellent communication, presentation, and stakeholder management skills.
  • Ability to manage multiple priorities and work independently in a fast-paced environment.
  • Experience in the Mortgage industry preferred/required.
  • Exceptional verbal, written and interpersonal communication skills.
  • Solid problem-solving skills with a practical, solution-focused approach.

Why work for #teamloanDepot:
  • Aggressive compensation package based on experience and skill set.
  • Inclusive, diverse, and collaborative culture where people from all backgrounds can thrive.
  • Work with other passionate, purposeful, and customer-centric people.
  • Extensive internal growth and professional development opportunities including tuition reimbursement.
  • Comprehensive benefits package including Medical/Dental/Vision.
  • Wellness program to support both mental and physical health.
  • Generous paid time off for both exempt and non-exempt positions.

About loanDepot:
loanDepot (NYSE: LDI) is a digital commerce company committed to serving its customers throughout the home ownership journey. Since its launch in 2010, loanDepot has revolutionized the mortgage industry with a digital-first approach that makes it easier, faster, and less stressful to purchase or refinance a home. Today, loanDepot enables customers to achieve the American dream of homeownership through a broad suite of lending and real estate services that simplify one of life's most complex transactions. With headquarters in Southern California and offices nationwide, loanDepot is committed to serving the communities in which its team lives and works through a variety of local, regional, and national philanthropic efforts.
We are an equal opportunity employer and value diversity in our company. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

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