ZipRecruiter

Log In

1

Compensation Manager Jobs in Wyoming (NOW HIRING)

Medical University of South Carolina

Summary Reporting directly to the Compensation Manager, the Senior Compensation Consultant assumes a lead role on the Classification and Compensation team for the University. This role provides ...

Apartment Management Consultants, LLC

Property Manager

Alpine, WY · On-site

$30 - $32/hr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

AMC provides significant career advancement opportunities, competitive compensation, benefits, and incentive programs. We are currently seeking a Property Manager! Property Managers are Responsible ...

Frontier Asset Management

Human Resources Manager

Sheridan, WY · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Administer compensation review processes * Ensure completion of performance management activities across the firm HR Operations & Compliance * Own HR policies, procedures, and employee handbook ...

Frontier Asset Management

Human Resources Manager

Sheridan, WY · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

... compensation review processes Ensure completion of performance management activities across the firm HR Operations & Compliance Own HR policies, procedures, and employee handbook updates Ensure ...

Frontier Asset Management

Human Resources Manager

Sheridan, WY · On-site

$70K - $100K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

... compensation review processes • Ensure completion of performance management activities across the firm HR Operations & Compliance • Own HR policies, procedures, and employee handbook updates • ...

Clayco

Project Manager

Cheyenne, WY · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Role We Want You For The Project Manager will be based on the construction project site. In ... Compensation decisions are dependent on the facts and circumstances of each case.

Wyoming

Project Manager

Laramie, WY · On-site

$110K - $136K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Manages major risk events * Reviews, negotiates, and manages subcontractor and material contracts ... Both ESOP and bonuses are calculated on one's eligible compensation for the year. Holidays and Paid ...

Clayco

Project Manager

Cheyenne, WY · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Role We Want You For The Project Manager will be based on the construction project site. In ... Compensation decisions are dependent on the facts and circumstances of each case.

Clayco

Project Manager

Cheyenne, WY · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Role We Want You For The Project Manager will be based on the construction project site. In ... Compensation decisions are dependent on the facts and circumstances of each case.

Clayco

Project Manager

Cheyenne, WY · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Role We Want You For The Project Manager will be based on the construction project site. In ... Compensation decisions are dependent on the facts and circumstances of each case.

Clayco

Project Manager

Cheyenne, WY

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Role We Want You For The Project Manager will be based on the construction project site. In ... Compensation decisions are dependent on the facts and circumstances of each case.

Clayco

Project Manager

Cheyenne, WY

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Role We Want You For The Project Manager will be based on the construction project site. In ... Compensation decisions are dependent on the facts and circumstances of each case.

Clayco

Project Manager

Cheyenne, WY · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Role We Want You For The Project Manager will be based on the construction project site. In ... Compensation decisions are dependent on the facts and circumstances of each case.

Clayco

Project Manager

Cheyenne, WY · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Role We Want You For The Project Manager will be based on the construction project site. In ... Compensation decisions are dependent on the facts and circumstances of each case.

Clayco

Project Manager

Cheyenne, WY

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Role We Want You For The Project Manager will be based on the construction project site. In ... Compensation decisions are dependent on the facts and circumstances of each case.

Clayco

Project Manager

Cheyenne, WY · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Role We Want You For The Project Manager will be based on the construction project site. In ... Compensation decisions are dependent on the facts and circumstances of each case.

next page

Showing results 1-20

All JobsCompensation JobsCompensation Manager JobsCompensation Manager Jobs in Wyoming

Compensation Manager information

See Wyoming salary details

$34.1K

$110.3K

$162.9K

How much do compensation manager jobs pay per year?

As of Aug 19, 2026, the average yearly pay for compensation manager in Wyoming is $110,281.00, according to ZipRecruiter salary data. Most workers in this role earn between $92,300.00 and $127,400.00 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 Wyoming?

The most popular types of Compensation jobs in Wyoming are:

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

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

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

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

Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Wyoming as of August 2026, with employment types broken down into 84% Full Time, 15% Part Time, and 1% Contract. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $110,281 per year, or $53 per hour.

UNIV - Senior Compensation Consultant - Human Resources

Medical University of South Carolina

Full-time

Re-posted 23 days ago

Job description

Job Description Summary

Reporting directly to the Compensation Manager, the Senior Compensation Consultant assumes a lead role on the Classification and Compensation team for the University. This role provides technical expertise and advice to key stakeholders including hiring managers, University leadership, and the internal Human Resources team to influence Classification and Compensation decisions, ensuring that they align to the organizations policies, compensation practices, structures, philosophy, and the business strategy. This role will also have a lead role in the areas of policy development, compliance, reporting, and data analytics for the Compensation and Classification function.

Entity

Medical University of South Carolina (MUSC - Univ)

Worker Type

Employee

Worker Sub-Type

Classified

Cost Center

CC001348 UNIV - Human Resources - Direct

Pay Rate Type

Salary

Pay Grade

University-GEN12


Pay Range

79,600.00 - 111,500.00 - 143,300.000

Scheduled Weekly Hours

40

Work Shift

Day (United States of America)

Job Description

20% Conduct multiple and single-incumbent position and salary benchmarking studies based on requests for staff promotion, reclassification, additional duties, additional skills/ knowledge, equity and/or reassignment, and retention, always ensuring cross-department/college equity, consistent application of best practices across the University, and compliance with state and MUSC regulations, policies and procedures. Recommend appropriate compensation for reclassifications and other pay actions, using consistent compensation strategies. Work in collaboration with requesting department to ensure equity and consistency in compensation practices and incorporate other data sources, as
necessary. Collaborate with colleagues in Classification and Compensation to make recommendations regarding improvements to the compensation analyses process. Maintain data file for use by all compensation staff. Upon request from talent acquisition, advise and assist with gathering data to determine appropriate compensation for new hires and promotions, ensuring internal equity and external competitiveness. Ensure analyses are completed thoroughly, thoughtfully, timely, professionally, and communicated effectively.


20% Evaluate position descriptions ("PD") and supplementary information that have been submitted to determine appropriate classification, salary band, FLSA status, etc. Compare and analyze PDs on file against updated PDs to determine whether purpose, scope and/or level remain appropriate. Identify appropriate internal and external data sources for comparison. Gather background information from various sources, if needed, in order to complete review (e.g., calculate years of relevant experience and education for incumbents in comparable positions, search for relevant salary/market data, etc.). Ensure that classifications for comparable positions are consistently applied to maintain equity within the pay bands. Conduct job audits, as needed, to gather pertinent information to assist with the classification process.
Ensure reviews are completed thoroughly, thoughtfully, timely, professionally, and communicated effectively.


15% Serve as a subject matter expert to all university personnel (staff, managers, faculty, and external counterparts) and Classification and Compensation staff regarding applicable HRM policies and procedures, and the interpretation of Federal and State regulations and laws. Provides senior level guidance and support to Classification and Compensation staff. Work collaboratively with other staff within HRM to foster interaction between sections. Ensure phone calls are answered, phone messages are returned, Outlook Inboxes are monitored, and emails are answered in a timely and professional manner.


15% Lead Classification and Compensation Data Analytics- Collects, compiles, analyzes, organizes, and communicates, team productivity and organizational employee pay, metrics and data specific to Classification and Compensation functional areas.


10% Lead all State of South Carolina Department of Administration annual reporting and audits related to Classification and Compensation functional area.


10% Leads Classification and Compensation internal compliance audit process. Ensure actions approved by the Classification and Compensation team and compensation related actions completed by the talent acquisition team are compliant and within appropriate policies and procedures. Ensure timelines are set, communications are effective, and audits are completed in a timely, thorough, thoughtful, and professional manner.


10% Review and approve personnel actions related to job changes and/or base pay adjustments. Ensure reviews are completed thoroughly, timely, and communicated effectively.

Additional Job Description

Minimum Requirements: A bachelor's degree and five years of experience in human resources management programs. Physical Requirements: (Note: The following descriptions are applicable to this section: Continuous - 6-8 hours per shift; Frequent - 2-6 hours per shift; Infrequent - 0-2 hours per shift) Ability to perform job functions in an upright position. (Frequent) Ability to perform job functions in a seated position. (Frequent) Ability to perform job functions while walking/mobile. (Frequent) Ability to climb stairs. (Infrequent) Ability to climb ladders. (Infrequent) Ability to work indoors. (Continuous) Ability to bend at the waist. (Infrequent) Ability to twist at the waist. (Infrequent) Ability to squat and perform job functions. (Infrequent) Ability to perform 'pinching' operations. (Infrequent) Ability to fully use both hands/arms. (Frequent) Ability to perform repetitive motions with hands/wrists/elbows and shoulders. (Frequent) Ability to reach in all directions. (Frequent) Possess good finger dexterity. (Frequent) Ability to maintain tactile sensory functions. (Continuous) Ability to lift and carry 25 lbs., unassisted. (Infrequent) Ability to lift objects, up to 25 lbs., from floor level to height of 36 inches, unassisted. (Infrequent) Ability to lower objects, up to 25 lbs., from height of 36 inches to floor level, unassisted. (Infrequent) Ability to push/pull objects, up to 25 lbs., unassisted. (Infrequent) Ability to maintain 20/40 vision, corrected. (Continuous) Ability to see and recognize objects close at hand. (Continuous) Ability to see and recognize objects at a distance. (Frequent) Ability to match or discriminate between colors. (Frequent) Ability to determine distance/relationship between objects; depth perception. (Frequent) Good peripheral vision capabilities. (Frequent) Ability to maintain hearing acuity, with correction. (Continuous) Ability to hear and understand whispered conversations at a distance of 3 feet. (Frequent) Ability to perform gross motor functions with frequent fine motor movements. (Frequent)

If you like working with energetic enthusiastic individuals, you will enjoy your career with us!

The Medical University of South Carolina is an Equal Opportunity Employer. MUSC does not discriminate on the basis of race, color, religion or belief, age, sex, national origin, gender identity, sexual orientation, disability, protected veteran status, family or parental status, or any other status protected by state laws and/or federal regulations. All qualified applicants are encouraged to apply and will receive consideration for employment based upon applicable qualifications, merit and business need.

Medical University of South Carolina participates in the federal E-Verify program to confirm the identity and employment authorization of all newly hired employees. For further information about the E-Verify program, please click here: http://www.uscis.gov/e-verify/employees

Apply