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Compensation Manager Jobs in Baltimore, MD (NOW HIRING)

MSCCN

Compensation Analyst - Baltimore MD

Baltimore, MD · On-site

Advise and coordinate with Compensation team, HR business partners and management in the proper classification of positions, interpretation of job classifications and the application of compensation ...

Nexus Family Healing

Human Resources Manager

Baltimore, MD · On-site

$95K - $105K/yr

Compensation & Benefits * Collaborates with Home Office HR Directors and Sr. Compensation Manager to ensure Nexus' compensation program is applied across the agency and is in compliance with Home ...

Nexus Family Healing

Human Resources Manager

Baltimore, MD · Hybrid

$95K - $105K/yr

Compensation & Benefits * Collaborates with Home Office HR Directors and Sr. Compensation Manager to ensure Nexus' compensation program is applied across the agency and is in compliance with Home ...

Nexus Family Healing

Human Resources Manager

Baltimore, MD · On-site

$95K - $105K/yr

Compensation & Benefits * Collaborates with Home Office HR Directors and Sr. Compensation Manager to ensure Nexus' compensation program is applied across the agency and is in compliance with Home ...

Bowie State University

Compensation Coordinator

Bowie, MD · On-site

$60K - $76K/yr

Manages projects such as survey participation and analysis and compensation integration; * Reviews and analyzes proposed starting salaries and makes approval recommendations to hiring managers and or ...

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Compensation Manager information

See Baltimore, MD salary details

$35.3K

$114K

$168.4K

How much do compensation manager jobs pay per year?

As of Aug 5, 2026, the average yearly pay for compensation manager in Baltimore, MD is $114,000.00, according to ZipRecruiter salary data. Most workers in this role earn between $95,400.00 and $131,700.00 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 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 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 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.

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.
More about Compensation Manager jobs
What are the most commonly searched types of Compensation jobs in Baltimore, MD? The most popular types of Compensation jobs in Baltimore, MD are:
What job categories do people searching Compensation Manager jobs in Baltimore, MD look for? The top searched job categories for Compensation Manager jobs in Baltimore, MD are:
What cities near Baltimore, MD are hiring for Compensation Manager jobs? Cities near Baltimore, MD with the most Compensation Manager job openings:
Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Baltimore, MD as of July 2026, with employment types broken down into 1% As Needed, 77% Full Time, 17% Part Time, and 5% Contract. Highlights an 90% Physical, 2% Hybrid, and 8% Remote job distribution, with an average salary of $114,000 per year, or $54.8 per hour.

Sr. Manager, Global Compensation

T. Rowe Price

Owings Mills, MD • Hybrid

Other

Medical, Dental, Vision, Retirement

Re-posted 3 days ago

T. Rowe Price rating

9.1

Company rating: 9.1 out of 10

Based on 21 frontline employees who took The Breakroom Quiz

Job description

Requisition Number: 72216

Position Title:

External Description:

Role Summary

The Sr. Compensation Manager leads a small team of compensation consultants responsible for supporting the design, implementation, and maintenance of effective compensation programs for our global distribution and marketing organizations. The role oversees the execution of annual compensation programs globally while partnering with regional team members and HR business partners. Ensures programs comply with legal and regulatory standards and are executed in accordance with organizational policies and procedures. Leads the design and execution of complex compensation projects for their assigned business segment or for the global compensation function. Responsible for talent attraction, development, and engagement of team members.

This role will follow a hybrid work model with 3 days/week in our Owings Mills, MD office and flexibility for 2 days to work from home.

Responsibilities:

  • Partners, consults, and influences HR colleagues and business leaders by understanding business goals, long and short-term talent needs, and/or gaps associated with those needs.

  • Advises HR partners and business leaders on compensation strategies and tactics consistent with our programs and policies. Ensures solutions and offerings are aligned with Total Rewards philosophy and global governance strategy and are culturally/market relevant.

  • Oversees execution of compensation programs, leveraging peer benchmarking, market pricing, and total cost impact to ensure overall competitiveness and alignment with business strategy and objectives. May prepare materials for compensation board review or other committee requirements.

  • Manages complex compensation projects that require a nonstandard solution, including reviews and interpreting market data, conducting the analysis, developing and presenting an informed recommendation to key stakeholders (HR partners, business leaders), and supporting the implementation. Understands data requirements and creates analyses to display information accurately, communicate succinctly and influence decision-making.

  • Contributes to the ongoing review and improvement of compensation programs, policies, and processes as well as vendor solutions. Influences the direction of compensation programs and gathers competitive intelligence, as needed. Provides recommendations to enhance compensation programs.

  • Leads and develops a high performing compensation consultant team. Coaches, mentors, and develops direct reports and others on the team to increase their capabilities, skills and impact.

  • May lead or manage global compensation projects that impact all business lines and functions.

Typical (Minimum) Requirements

  • Bachelor's degree or the equivalent combination of education and relevant experience AND 8+ years of total relevant work experience

Preferred Requirements

  • Bachelor's degree, preferably in Business, Psychology, Human Resources, or related field, or related field

  • 6+ years of experience in compensation and/or financial analysis, preferably in the asset management and/or financial services or a banking environment

  • Ability to communicate with multiple levels, including HR colleagues and Business Unit Leaders/ Managers

  • Strong knowledge of compensation processes and practices, particularly around benchmarking and managing of salary structures

  • Excellent analytical skills and attention to detail

  • Advanced Excel skills

  • Ability to effectively manage multiple priorities

  • Ability to work independently and as a strong great teammate

  • Commitment to excellence in service and client relationship management

  • Management, leadership, or supervisory experience

  • CCP (Certified Compensation Professional)

  • Workday experience

FINRA Requirements

FINRA licenses are not required and will not be supported for this role.

Work Flexibility

This role is eligible for remote work up to two days a week.

City:

State:

Community / Marketing Title: Sr. Manager, Global Compensation

Company Profile:

Location_formattedLocationLong: Owings Mills, Maryland US

CountryEEOText_Description: Commitment to Diversity, Equity, and Inclusion: We strive for equity, equality, and opportunity for all associates. When we embrace the power of diversity and create an environment where people can bring their authentic and best selves to work, our firm is stronger, and we create greater value for our clients. Our commitment and inclusive programming aim to lift the experience for each associate and builds allies for our global associate community. We know that a sense of belonging is key not only to your success at the firm, but also to your ability to bring your best each day. Benefits: We invest in our people through a wide range of programs and benefits, including: Competitive pay and bonuses as well as a generous retirement plan and employee stock purchase plan with matching contributions Flexible and remote work opportunities Health care benefits (medical, dental, vision) Tuition assistance Wellness programs (fitness reimbursement, Employee Assistance Program) Our policies may change as our working lives evolve. Yet, our commitment to supporting our associates' well-being and addressing the needs of our clients, business, and communities is unwavering. T. Rowe Price is an equal opportunity employer and values diversity of thought, gender, and race. We believe our continued success depends upon the equal treatment of all associates and applicants for employment without discrimination on the basis of race, religion, creed, color, national origin, sex, gender, age, mental or physical disability, marital status, sexual orientation, gender identity or expression, citizenship status, military or veteran status, pregnancy, or any other classification protected by country, federal, state, or local law.

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