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Compensation Manager Jobs in Bothell, WA (NOW HIRING)

Front

Senior Compensation & Analytics Manager

Seattle, WA · On-site +1

$138K - $203K/yr

We're hiring a Senior Compensation & Analytics Manager to bring rigor, structure, and strong analytical thinking to how we design and run compensation and people analytics at Front. This is a high ...

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See Bothell, WA salary details

$39.7K

$128.3K

$189.5K

How much do compensation manager jobs pay per year?

As of Jun 3, 2026, the average yearly pay for compensation manager in Bothell, WA is $128,255.00, according to ZipRecruiter salary data. Most workers in this role earn between $107,300.00 and $148,100.00 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, and why are they important?

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 does a Compensation Manager do?

A Compensation Manager is responsible for designing, implementing, and managing a company's compensation programs, including salary structures, incentive plans, and benefits packages. They analyze market data to ensure pay practices are competitive and compliant with regulations. Additionally, Compensation Managers work closely with HR and leadership to develop strategies that attract and retain talent while ensuring fairness and equity across the organization.

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.

More about Compensation Manager jobs
What are the most commonly searched types of Compensation jobs in Bothell, WA? The most popular types of Compensation jobs in Bothell, WA are:
What job categories do people searching Compensation Manager jobs in Bothell, WA look for? The top searched job categories for Compensation Manager jobs in Bothell, WA are:
What cities near Bothell, WA are hiring for Compensation Manager jobs? Cities near Bothell, WA with the most Compensation Manager job openings:
Compensation Manager jobs near you
Senior Compensation & Analytics Manager

Senior Compensation & Analytics Manager

Front

Seattle, WA • On-site, Remote

$138K - $203K/yr

Full-time

Medical

Posted 11 days ago

Job description

Front is the customer operations platform built for B2B complexity, keeping every team, tool, and customer conversation in sync so companies can scale without losing connection. Others handle simple interactions. Front handles the coordination and context behind complex B2B customer relationships. Over 9,000 companies, including Uber Freight, Navan, and Stripe, rely on Front because it's the only one that can run the operational layer that makes customer-facing work actually succeed.
Backed by Sequoia Capital and Salesforce Ventures, Front has raised $204M from leading venture capital firms and independent investors including top executives at Atlassian, Okta, Qualtrics, Zoom, and PagerDuty. Front has received numerous Great Place to Work accolades, including Built In's 100 Best Midsize Places to Work in SF 2025, Top Places to Work by USA Today 2025, Y Combinator's list of Top Companies in 2023, #4 on Fortune's Best Workplaces in the Bay Area™ ,Inc. Magazine's 2022 Best Workplaces list, and Forbes Best Startup Employers 2022 List.
We're hiring a Senior Compensation & Analytics Manager to bring rigor, structure, and strong analytical thinking to how we design and run compensation and people analytics at Front. This is a high impact role with meaningful exposure to senior leadership and the Board.
You will own and improve our end to end compensation cycle, build scalable compensation frameworks, and elevate how we generate workforce insights. This is not a traditional compensation role. We are looking for someone deeply comfortable in spreadsheets, excited about modeling and automation, and motivated to use AI tools to improve how we analyze and scale people decisions.
If you enjoy combining data, strategy, and systems thinking to influence real business outcomes, this role is for you.
What will you be doing?
  • Report directly to the Chief People Officer (CPO) and serve as a strategic thought partner on compensation and People Analytics initiatives
  • Own and execute the end-to-end compensation cycle, including modeling increases, promotions, band updates, calibration support, and budget tracking
  • Consolidate, clean, and structure People data across HRIS, ATS, and Finance systems in partnership with People Ops to create scalable, reliable datasets that enable meaningful analytics
  • Manage off-cycle compensation adjustments, market reviews, and new hire band alignment
  • Build, refine, and maintain scalable compensation bands and benchmarking frameworks
  • Design and own advanced People Analytics to drive deep insights and inform Front's people strategy
  • Provide People Analytics and insights for executive audiences and the Board of Directors
  • Lead analytics for the semi-annual engagement survey, including reporting, insight generation, and actionable recommendations
  • Partner with the CPO on executive-level reporting including attrition trends, headcount strategy, retention analysis, engagement insights, and talent health metrics
  • Deliver quarterly compensation reports to benchmarking partners such as Radford
  • Partner closely with Finance on headcount planning, scenario modeling, and compensation budget alignment
  • Identify opportunities to reduce manual modeling work through improved spreadsheet architecture, automation, and AI-enabled workflows
  • Act as a strategic thought partner in evolving Front's compensation philosophy, analytics maturity, and long-term People strategy

What skills and experience do you need?
  • 3-7+ years of experience in Compensation, Total Rewards, People Analytics, or a blended strategic People function, ideally within a SaaS or high-growth tech environment
  • Direct experience owning or heavily supporting at least one full compensation cycle, including increases and promotions
  • Strong understanding of benchmarking, salary band creation, and compensation modeling
  • Demonstrated experience building and delivering executive-level analytics and board-level materials
  • Experience designing People Analytics frameworks beyond standard reporting (attrition, performance trends, hiring velocity, engagement insights, etc.)
  • Advanced proficiency in Excel or Google Sheets including complex formulas, pivot tables, scenario modeling, and data cleaning
  • Experience working across multiple systems (HRIS, ATS, Finance) and building structure in fragmented data environments
  • Strong analytical and problem-solving skills with the ability to translate complex datasets into strategic insights
  • Experience collaborating cross-functionally with Finance, Recruiting, and People leadership
  • Comfort operating in ambiguous environments and building systems from the ground up
  • Interest in leveraging AI and automation tools to scale analytics workflows and reduce manual effort

What skills and certifications will you need?
Required Skills:
  • Advanced spreadsheet modeling and data analysis
  • Strong analytical and problem-solving ability

Preferred (but not required) Certifications:
  • Certified Compensation Professional (CCP)
  • Workday or other HRIS system certifications
  • Formal training in data analytics or business intelligence
  • AI or automation-related coursework

What we offer
  • Competitive salary
  • Equity (we are post-series D & backed by some of the best VCs in the US)
  • Private health insurance, including plan options at no cost to employees
  • Paid parental leave
  • Flexible time off policy
  • Flexibility to work from home Monday and Friday, unless posted as a fully remote role
  • Mental health support with Workplace Options
  • Family planning support with Maven
  • $100 per month Lifestyle Stipend to spend on fitness, health and wellness, and other activities
  • Wellness Days - Fronteers get an additional day off on months with no holidays
  • Winter Break - Our offices are closed from Christmas to New Year's Day!

Front provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age or disability. By applying, you acknowledge and agree that you have read and understand the California Recruiting Privacy Notice & EU Privacy Notice

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