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Compensation Manager Jobs in Chamblee, GA (NOW HIRING)

Smurfit Westrock

Sr. Mgr, Total Rewards

Atlanta, GA · On-site

The Senior Manager, Compensation, North America is responsible for leading the design, implementation, and administration of compensation programs that attract, motivate, and retain top talent while ...

Westrock

Sr. Mgr, Total Rewards

Atlanta, GA · On-site

The Senior Manager, Compensation, North America is responsible for leading the design, implementation, and administration of compensation programs that attract, motivate, and retain top talent while ...

Atlanta Hawks

Specialist, Compensation

Atlanta, GA · On-site

Develop and evolve pay for performance programs by management level Sales Compensation and Commission Administration * Administer commission and incentive compensation programs, including support for ...

Atlanta Hawks

Specialist, Compensation

Atlanta, GA · On-site

Develop and evolve pay for performance programs by management level Sales Compensation and Commission Administration * Administer commission and incentive compensation programs, including support for ...

Daimler

Compensation Specialist

Atlanta, GA · On-site

$6.0K - $8.0K/mo

... fleet management, digital services for a charging and payment as well as innovative mobility ... Compensation Program Administration Support annual merit and bonus cycles, including data ...

RaceTrac Petroleum, Inc.

Director, Compensation

Atlanta, GA · On-site

$118K - $162K/yr

Set direction across job pricing, range management, compensation administration, offer guidance, and pay decision support * Improve operational discipline by simplifying workflows, clarifying ...

Axon

Manager, Equity Compensation

Atlanta, GA · 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 ...

Hunter Douglas

Equity & Compensation Analyst

Atlanta, GA · On-site

$78K - $106K/yr

This role requires strong attention to detail, analytical capability, and the ability to manage data integrity across systems. The analyst will also support a broad range of compensation activities ...

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All JobsCompensation JobsCompensation Manager JobsCompensation Manager Jobs in Chamblee, GA

Compensation Manager information

See Chamblee, GA salary details

$34.8K

$112.6K

$166.3K

How much do compensation manager jobs pay per year?

As of Aug 20, 2026, the average yearly pay for compensation manager in Chamblee, GA is $112,596.00, according to ZipRecruiter salary data. Most workers in this role earn between $94,200.00 and $130,000.00 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.
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Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Chamblee, GA as of August 2026, with employment types broken down into 80% Full Time, 16% Part Time, 1% Contract, and 3% Nights. Highlights an 79% Physical, 2% Hybrid, and 19% Remote job distribution, with an average salary of $112,596 per year, or $54.1 per hour.

Senior Manager, Global Compensation Programs

Shift4 Payments, Inc.

Atlanta, GA • On-site

Full-time

Re-posted 19 days ago

Job description

Shift4 (NYSE: FOUR) is boldly redefining commerce by simplifying complex payments ecosystems across the world. As the leader in commerce-enabling technology, Shift4 powers billions of transactions annually for hundreds of thousands of businesses in virtually every industry. For more information, visit www.shift4.com.
The Senior Manager, Global Compensation Programs leads the design, implementation, and governance of Shift4's global compensation programs to ensure alignment with the company's pay philosophy, business strategy, and global growth objectives. This role partners closely with HR, Finance, and business leaders to develop competitive, equitable, and scalable pay structures and incentive programs that attract, retain, and motivate top talent. The Senior Compensation Program Director drives compensation planning cycles, leads benchmarking and market analysis, and manages strategic compensation initiatives, ensuring consistency, compliance, and best-in-class practices across all regions.
Key Responsibilities:
  • Lead the design, management, and continuous improvement of global compensation programs, including base pay structures, incentive plans, and equity frameworks.
  • Oversee the annual compensation planning process (merit, bonus, and equity cycles) in partnership with HR Operations and Finance, ensuring accuracy, consistency, and adherence to budget.
  • Develop and maintain global salary structures and pay bands across functions, geographies, and job levels to ensure internal equity and external competitiveness.
  • Conduct and oversee market analysis using global compensation surveys (e.g., Radford, Mercer, Aon) to ensure alignment with targeted market positioning.
  • Manage compensation governance, policies, and compliance, including global pay transparency, pay equity reviews, and local labor regulations.
  • Partner with HR Business Partners and Talent Acquisition to provide strategic guidance on offers, promotions, and retention initiatives.
  • Lead compensation-related projects such as job architecture alignment, system implementations (Workday Advanced Compensation), and acquisition integrations.
  • Develop and deliver compensation education, communications, and tools for leaders to enable informed pay decisions.
  • Partner with the Total Rewards and Finance teams to forecast compensation spend and assess cost implications of compensation programs.
  • Monitor compensation trends and best practices, providing strategic recommendations to senior HR and business leaders.

Minimum Requirements:
  • 7+ years of progressive experience in compensation or total rewards; experience managing global programs required.
  • Deep understanding of compensation strategy, market pricing, job evaluation, and incentive design.
  • Advanced analytical skills and proficiency with Excel; experience with compensation tools such as Radford, Mercer, or Workday Advanced Compensation preferred.
  • Strong project management and organizational skills with the ability to manage multiple programs simultaneously.
  • Demonstrated ability to influence and partner effectively with HR, Finance, and business leaders across geographies.
  • Knowledge of global regulatory requirements and trends, including pay transparency, FLSA, and EU pay directives.
  • Excellent communication and storytelling skills with the ability to translate data into actionable insights.
  • Experience in a high-growth, fast-paced, or global technology environment strongly preferred.

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state or local protected class.

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