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Compensation Manager Jobs in Boston, MA (NOW HIRING)

Azenta

Compensation Manager

Burlington, MA · On-site

As Compensation Manager, reporting directly to the Senior Director of Total Rewards, you will be a key member of the Total Rewards team and the broader Human Resources organization. In this high ...

Azenta Inc.

Compensation Manager

Burlington, MA · On-site

Compensation Manager At Azenta, new ideas, new technologies and new ways of thinking are driving our future. Our customer-focused culture encourages employees to embrace innovation and challenge the ...

Azenta US, Inc.

Compensation Manager

Burlington, MA · On-site

Compensation Manager At Azenta, new ideas, new technologies and new ways of thinking are driving our future. Our customer-focused culture encourages employees to embrace innovation and challenge the ...

Azenta

Compensation Manager

Burlington, MA · Hybrid

As Compensation Manager, reporting directly to the Senior Director of Total Rewards, you will be a key member of the Total Rewards team and the broader Human Resources organization. In this high ...

SimpliSafe

Compensation Manager

Boston, MA · On-site

$119K - $159K/yr

The Manager, Compensation will be responsible for all compensation processes and analysis and plays a key role in contributing to the success of SimpliSafe by ensuring we are delivering best-in-class ...

SimpliSafe

Compensation Manager

Boston, MA · On-site

$119K - $159K/yr

The Manager, Compensation will be responsible for all compensation processes and analysis and plays a key role in contributing to the success of SimpliSafe by ensuring we are delivering best-in-class ...

SimpliSafe

Compensation Manager

Boston, MA

$119K - $159K/yr

The Manager, Compensation will be responsible for all compensation processes and analysis and plays a key role in contributing to the success of SimpliSafe by ensuring we are delivering best-in-class ...

Galderma

Manager, Incentive Compensation

Boston, MA · On-site

Manager, Incentive Compensation Job Location: Orange County, CA The Opportunity The Manager of Incentive Compensation will be a key member of the Galderma Commercial Excellence IC team, reporting to ...

Galderma

Manager, Incentive Compensation

Boston, MA · On-site

Manager, Incentive Compensation Job Location: Orange County, CA The Opportunity The Manager of Incentive Compensation will be a key member of the Galderma Commercial Excellence IC team, reporting to ...

Axon

Manager, Equity Compensation

Boston, MA · On-site

As a Manager of Equity Compensation, you will report directly to the Senior Director - Head of Financial Reporting & Equity and will interface extensively with the following teams: People Operations ...

Axon

Manager, Equity Compensation

Boston, MA · On-site

As a Manager of Equity Compensation, you will report directly to the Senior Director - Head of Financial Reporting & Equity and will interface extensively with the following teams: People Operations ...

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Compensation Manager information

See Boston, MA salary details

$38.6K

$124.6K

$184.1K

How much do compensation manager jobs pay per year?

As of Sep 13, 2026, the average yearly pay for compensation manager in Boston, MA is $124,636.00, according to ZipRecruiter salary data. Most workers in this role earn between $104,300.00 and $143,900.00 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 Boston, MA?

The most popular types of Compensation jobs in Boston, MA are:

What are popular job titles related to Compensation Manager jobs in Boston, MA?

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

What job categories do people searching Compensation Manager jobs in Boston, MA look for?

The top searched job categories for Compensation Manager jobs in Boston, MA are:

What cities near Boston, MA are hiring for Compensation Manager jobs?

Cities near Boston, MA with the most Compensation Manager job openings:

Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Boston, MA as of August 2026, with employment types broken down into 85% Full Time, 12% Part Time, and 3% Contract. Highlights an 83% Physical, 2% Hybrid, and 15% Remote job distribution, with an average salary of $124,643 per year, or $59.9 per hour.

Compensation Manager

Burlington, MA • On-site

Azenta
1 - 5K employees
Learn more about Azentaexternal

Full-time

Posted 27 days ago

Key responsibilities

  • Design, implement, and administer global compensation programs that support Azenta's business objectives, talent strategy, and pay-for-performance philosophy.

  • Manage companywide bonus plan calculations, accruals, payouts, and award notices.

  • Lead annual salary review process from budget preparation, system implementation, training, and communication, to final approvals.

Azenta Life Sciences rating

7.5

Company rating: 7.5 out of 10

Based on 5 frontline employees who took The Breakroom Quiz

Job description

Azenta Inc.
At Azenta, new ideas, new technologies and new ways of thinking are driving our future. Our customer focused culture encourages employees to embrace innovation and challenge the status quo with novel thinking and collaborative work relationships.
All we accomplish is grounded in our core values of Customer Focus, Achievement, Accountability, Teamwork, Employee Value and Integrity
Job Title
Compensation Manager
Job Description
Company Overview
At Azenta, new ideas, new technologies and new ways of thinking are driving our future. Our customer-focused culture encourages employees to embrace innovation and challenge the status quo with novel thinking and collaborative work relationships.
Azenta Life Sciences is a global leader in the life sciences space with headquarters in Burlington, MA, and offices and operations worldwide. We are a market leader in automated bio sample management solutions and genomic services across areas such as drug development, clinical and advanced cell therapies for the industry's top pharmaceutical, biotech, academic and healthcare institutions globally. We provide unparalleled capabilities with our lab analysis, sample management and storage services, informatics software, and consumables, with the largest installed base managing over 1 billion samples globally.
How You'll Add Value...
As Compensation Manager, reporting directly to the Senior Director of Total Rewards, you will be a key member of the Total Rewards team and the broader Human Resources organization. In this high-visibility role, you will help design, administer, and continuously improve Azenta's global compensation programs, partnering closely with HR, Finance, Legal, Talent Acquisition, and business leaders to support competitive, equitable, and scalable rewards practices.
The ideal candidate brings strong analytical capability, sound compensation judgment, and the ability to translate data into practical recommendations for leaders. This role is well suited for someone who enjoys balancing strategic program work with hands-on execution in a fast-paced, global environment.
What You'll Do...
  • Design, implement, and administer global compensation programs that support Azenta's business objectives, talent strategy, and pay-for-performance philosophy.
  • Manage companywide bonus plan calculations, accruals, payouts, and award notices
  • Oversee sales incentive compensation plan administration and payment processes, partnering with Sales, Finance, HR, and Payroll to ensure accurate and timely payouts.
  • Lead annual salary review process from budget preparation, system implementation, training, and communication, to final approvals
  • Provide compensation consultation and support to HR Business Partners and Talent Acquisition to develop recommendations and solutions to attract, motivate and retain talent
  • Analyze market data and internal pay practices to assess competitiveness, identify trends, and develop compensation recommendations that support attraction, retention, and internal equity.
  • Participate in compensation surveys and manage the vendor relationship, market data utilization, internal job codes, and survey input
  • Manage equity compensation administration, including process execution, reporting, analysis, and partnership with Legal on plan compliance and required filings.
  • Support year-end executive compensation processes, including preparation of compensation-related content and analysis for the CD&A and proxy filings.
  • Participate in M&A due diligence and post-acquisition integration activities
  • Serve as the subject matter expert for FLSA classification determinations for new and existing positions.
  • Maintain ongoing data integrity within HRIS tool (Workday)
  • Develop equity compensation reporting and analysis to support program administration, leadership decision-making, and compliance requirements.
  • Manage and develop one Compensation Analyst direct report, providing coaching, prioritization, and support for compensation and broader Total Rewards deliverables.
  • Support other HR programs as needed
  • Hybrid role on site 4 days a week

What you will Bring...
  • Bachelor's degree or equivalent is required, preferably in HR, business, Finance, or related field
  • Minimum 5 years' experience working in a Compensation function
  • Workday experience required; Workday advanced compensation experience preferred
  • Requires MS Excel skills at a highly proficient level
  • Detail oriented with strong analytical, problem solving, and organizational skills
  • Self-starter/demonstrated success in a dynamic, fast paced, and growing company
  • Comfortable collaborating with stakeholders at all levels throughout the organization
  • An aptitude for managing and maintaining large sets of data; using data to generate insights
  • Interest in leveraging AI and emerging technologies to simplify processes, improve efficiency, and enhance compensation analytics
  • Xactly, SPIFF, or Salesforce.com experience is preferred
  • Excellent verbal and written communication skills

EOE M/F/Disabled/VET
If any applicant is unable to complete an application or respond to a job opening because of a disability, please email at Recruiting@azenta.com for assistance.
Azenta is an Equal Opportunity Employer. This company considers candidates regardless of race, color, age, religion, gender, sexual orientation, gender identity, national origin, disability or veteran status.
United States Base Compensation: $117,000.00 - $146,000.00
The posted pay range for this position is an estimate based on current market data and internal pay structure. Final compensation may vary above or below this range depending on factors such as experience, education (including licensure and certifications), qualifications, performance, and geographic location, among other relevant business or organizational needs.

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