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Compensation Manager Jobs in Columbia, SC (NOW HIRING)

Sterling Engineering Inc.

EHS Manager

West Columbia, SC

$76K - $104K/yr

Title : Environmental, Health & Safety (EHS) Manager Location : West Columbia and Orangeburg ... Direct Hire Shift :Full Time | Mon-Fri Compensation : $100K - $115k Benefits : Full range of ...

Pwc

Oracle CPQ - Senior Manager

Columbia, SC · On-site

$124K - $280K/yr

Industry/Sector Not Applicable Specialism Oracle Management Level Senior Manager & Summary The ... Actual compensation within the range will be dependent upon the individual's skills, experience ...

Waste Management

District Manager I

Sumter, SC · On-site

Manages termination, compensation, and promotion decisions. * Formulates short-term and long-term goals and action plans in conjunction with the Senior District Manager and/or Director of Collection ...

Waste Management

Fleet Maintenance Manager

Columbia, SC · On-site

Provides input into termination, compensation, and promotion decisions. * Motivates, coaches, counsels and disciplines managers according to WM's policies and procedures and ensures that maintenance ...

Wendy's

Restaurant Manager

Columbia, SC · On-site

Tar Heel Capital realizes compensation is only one part of thetotal package. We are looking for extraordinary management people, so we offerextraordinary benefits to go with the program:

Wendy's

Restaurant Manager

Columbia, SC · On-site

Tar Heel Capital realizes compensation is only one part of thetotal package. We are looking for extraordinary management people, so we offerextraordinary benefits to go with the program:

Wendy's

Restaurant Manager

Irmo, SC · On-site

Tar Heel Capital realizes compensation is only one part of thetotal package. We are looking for extraordinary management people, so we offerextraordinary benefits to go with the program:

Wendy's

Restaurant Manager

Columbia, SC · On-site

Tar Heel Capital realizes compensation is only one part of thetotal package. We are looking for extraordinary management people, so we offerextraordinary benefits to go with the program:

Wendy's

Restaurant Manager

Columbia, SC · On-site

Tar Heel Capital realizes compensation is only one part of thetotal package. We are looking for extraordinary management people, so we offerextraordinary benefits to go with the program:

Wendy's

Restaurant Manager

Lexington, SC

Tar Heel Capital realizes compensation is only one part of thetotal package. We are looking for extraordinary management people, so we offerextraordinary benefits to go with the program:

Wendy's

Restaurant Manager

Lexington, SC · On-site

Tar Heel Capital realizes compensation is only one part of thetotal package. We are looking for extraordinary management people, so we offerextraordinary benefits to go with the program:

Wendy's

Restaurant Manager

Chapin, SC · On-site

Tar Heel Capital realizes compensation is only one part of thetotal package. We are looking for extraordinary management people, so we offerextraordinary benefits to go with the program:

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Showing results 21-40

All JobsCompensation JobsCompensation Manager JobsCompensation Manager Jobs in Columbia, SC

Compensation Manager information

See Columbia, SC salary details

$32.8K

$106.1K

$156.8K

How much do compensation manager jobs pay per year?

As of Aug 20, 2026, the average yearly pay for compensation manager in Columbia, SC is $106,141.00, according to ZipRecruiter salary data. Most workers in this role earn between $88,800.00 and $122,600.00 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 Columbia, SC?

The most popular types of Compensation jobs in Columbia, SC are:

What are popular job titles related to Compensation Manager jobs in Columbia, SC?

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

What job categories do people searching Compensation Manager jobs in Columbia, SC look for?

The top searched job categories for Compensation Manager jobs in Columbia, SC are:

What cities near Columbia, SC are hiring for Compensation Manager jobs?

Cities near Columbia, SC with the most Compensation Manager job openings:

Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Columbia, SC as of August 2026, with employment types broken down into 85% Full Time, 13% Part Time, and 2% Contract. Highlights an 84% Physical, 2% Hybrid, and 14% Remote job distribution, with an average salary of $106,141 per year, or $51 per hour.

Senior Provider Comp Analyst (Onsite, not remote)

Lexington Medical Center

West Columbia, SC

$76K - $100K/yr

Full-time

Medical, Dental, Life, Retirement

Re-posted 13 days ago

Lexington Medical Center rating

6.9

Company rating: 6.9 out of 10

Based on 104 frontline employees who took The Breakroom Quiz

550th of 1,060 rated hospitals

Job description

Provider Compensation  
Full Time
Day Shift 
8a-5p

Lexington Health is a comprehensive network of care that includes six community medical and urgent care centers, nearly 80 physician practices, more than 9,000 health care professionals and Lexington Medical Center, a 607-bed teaching hospital in West Columbia, South Carolina. It was selected by Modern Healthcare as one of the Best Places to Work in Healthcare and was first in the state to achieve Magnet with Distinction status for excellence in nursing care. Consistently ranked as best in the Columbia Metro area by U.S. News & World Report, Lexington Health delivers more than 4,000 babies each year, performs more than 34,000 surgeries annually and is the region's third largest employer.

Lexington Health also includes an accredited Cancer Center of Excellence, the state's first HeartCARE Center, the largest skilled nursing facility in the Carolinas, and an Alzheimer's care center. Its postgraduate medical education programs include family medicine and transitional year residencies, as well as an informatics fellowship.

Job Summary

Under the general direction of the Manager of Provider Compensation, facilitates the analysis and development of provider-based compensation arrangements. Performs compensation analysis and fair market value assessments, develops new physician and APP compensation plans and incentives, documents FMV and commercial reasonableness, and provides stakeholders with reporting and analytical tools. Has working knowledge of all provider compensation models and arrangements. Senior Analysts will also provide support to other teammates within Physician Network Administration and the Provider Compensation Analyst Team. 

Minimum Qualifications

Minimum Education: Bachelor's Degree in Accounting, Health Administration, Mathematics, Finance, Statistics, Business Administration, or related field
Minimum Years of Experience: 5 Years of experience as a Provider Compensation Analyst or related experience with significant work in Provider Compensation
Substitutable Education & Experience: Bachelor's Degree and 5 Years of Experience can be substituted for a Master's Degree in Accounting, Health Administration, Mathematics, Finance, Statistics, Business Administration, or related field with 2 Years of related experience, including at least 1 year of experience in accounting, financial analysis, or provider compensation.
Required Certifications/Licensure: None.
Required Training: Advanced level proficiency with MS Excel and/or experience with BI, relational databases and database querying languages such as SQL Advanced proficiency in developing complex financial models;


Knowledge of statistical techniques and computer applications (i.e. spreadsheets, word processing, and databases) used in compensation management;


Knowledge of medical professional billing, including CPT codes, wRVU and billing systems and 
processes.

Essential Functions
  • Participates in designing, analyzing, and maintaining proposals for provider compensation plans, methodologies, and incentive-based pay programs, including written documentation of proposed plan and/or program; analyzes the impacts of compensation model changes; and makes appropriate recommendations.
  • Prepares moderate to advanced complexity financial and statistical analyses, graphs, and presentation material.Senior Provider Comp Analyst
  • Participates in working sessions with stakeholders to obtain necessary information to ensure accurate analysis of compensation models.
  • Gathers appropriate market research for assessing fair market value, community need, and commercial reasonableness of provider recruitment and retention.
  • Collects and applies benchmark data to analyze productivity measures and coordinates data submissions for annual benchmark surveys.
Duties & Responsibilities
  • Designs, develops, and maintains reporting tools and databases related to physician and APP productivity and compensation
  • Gathers, analyzes, and interprets data to draw conclusions and/or make recommendations that support business objectives and optimize operations. 
  • Stays cognizant of current challenges and trends in provider compensation and anticipates how these changes impact past, current, and future operations. 
  • Maintains customer focus in approaching assessments and exemplifies service expectations of department.
  • Provides training, orientation, mentorship, and/or project leadership to other provider compensation team members as requested.
  • Performs all other duties as assigned.

We are committed to offering quality, cost-effective benefits choices for our employees and their families:

  • Day ONE medical, dental and life insurance benefits 
  • Health care and dependent care flexible spending accounts (FSAs)
  • Employees are eligible for enrollment into the 403(b) match plan day one.  LHI matches dollar for dollar up to 6%.
  • Employer paid life insurance - equal to 1x salary
  • Employee may elect supplemental life insurance with low cost premiums up to 3x salary 
  • Adoption assistance
  • LHI provides its full-time employees employer paid short-term disability and long-term disability coverage after 90 days of eligible employment
  • Tuition reimbursement
  • Student loan forgiveness

Equal Opportunity Employer
It is the policy of Lexington Health to provide equal opportunity of employment for all individuals, and to remain compliant with applicable state and federal laws and regulations. Lexington Health strives to provide a discrimination-free environment, and to recruit, select, on-board, and employ all employees without regard to race, color, religion, sex, age, disability, national origin, veteran status, or pregnancy, childbirth, or related medical conditions, including but not limited to, lactation. Lexington Health endeavors to upgrade and promote employees from within the hospital where possible and consistent with the employee's desires and abilities and the hospital's needs.

What Lexington Medical Center employees say

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