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Compensation Manager Jobs in Decatur, GA (NOW HIRING)

Ameris

HRIS Administrator

Atlanta, GA · On-site

... compensation manager and HR management team. Distributes review templates to managers, providing training materials, process coaching, metrics reporting, and troubleshooting throughout the full ...

Worldpay

Director, Global Compensation

Atlanta, GA

$120.20K - $164.40K/yr

Manages established compensation programs through the HRIS systems including objective setting, performance reviews, merit process, bonus process, and creates global communications for each program.

Carter's, Inc.

Senior Compensation Analyst

Atlanta, GA · On-site

$79.80K - $103.90K/yr

Supports education and change management efforts related to compensation philosophy, programs, and tools for HR and leadership audiences. Base Pay Administration & Salary Planning (20%) * Provides ...

Carter's

Senior Compensation Analyst

Atlanta, GA

$79.80K - $103.90K/yr

Supports education and change management efforts related to compensation philosophy, programs, and tools for HR and leadership audiences. Base Pay Administration & Salary Planning (20%) * Provides ...

Clorox

Senior Compensation Consultant

Alpharetta, GA · Hybrid

The Sr. Compensation Consultant will provide advanced subject matter expertise and compensation ... Executes team objectives & adopts change management principles * Self-starter with the ability to ...

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Compensation Manager information

See Decatur, GA salary details

$34.7K

$112K

$165.5K

How much do compensation manager jobs pay per year?

As of Jun 1, 2026, the average yearly pay for compensation manager in Decatur, GA is $112,015.00, according to ZipRecruiter salary data. Most workers in this role earn between $93,700.00 and $129,400.00 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 Decatur, GA? The most popular types of Compensation jobs in Decatur, GA are:
What job categories do people searching Compensation Manager jobs in Decatur, GA look for? The top searched job categories for Compensation Manager jobs in Decatur, GA are:
What cities near Decatur, GA are hiring for Compensation Manager jobs? Cities near Decatur, GA with the most Compensation Manager job openings:
Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Decatur, GA as of May 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $112,015 per year, or $53.9 per hour.

Provider Compensation Associate

Piedmont Healthcare Inc.

Atlanta, GA

Full-time

Posted 20 days ago

Piedmont Healthcare rating

7.0

Company rating: 7.0 out of 10

Based on 449 frontline employees who took The Breakroom Quiz

400th of 864 rated healthcare providers

Job description

At Piedmont Healthcare, you’ll work at the intersection of strategy, finance, and physician alignment, partnering directly with executive leadership to design compensation programs that shape the future of the organization. This role is based in our state-of-the-art Atlantic Station office. Team members are expected to work on-site Monday through Thursday. 


This role supports the administration and analysis of physician compensation programs by coordinating activities across the full lifecycle of provider compensation. The position partners with internal stakeholders and external valuation firms to ensure accurate data collection, contract alignment, and compliance with Fair Market Value (FMV) standards. It delivers analytical insights, reporting, and operational support to enhance decision-making and maintain compensation plan integrity.


Education

  • Bachelor’s degree from a recognized college or university with course emphasis in Business

    Administration, Finance or a closely related field required.

Work Experience

  • Two years of experience in contract management, compensation analysis, healthcare or finance, preferably for a hospital or health system with preference given to candidates’ experiences centered on provider or physician compensation required

Additional Qualifications

  • Experience working in healthcare preferred.
  • Education, experience or familiarity with contracts and interpretation of contract terms.
  • Experience with large datasets, reporting tools, or compensation modeling preferred.
  • Must be capable of working independently or with limited guidance in a fast paced, dynamic environment with the ability to handle multiple priorities within tight timeframes.
  • Demonstrates strong interpersonal skills and ability to interface with all levels within the organization including physicians, senior leaders, management, staff, and vendors as well as ability to prioritize work and meet deadlines.
  • Demonstrates strong analytical and reporting capabilities, including the ability to interpret complex data, generate actionable insights, and communicate findings effectively to stakeholders. This includes using advanced Excel skills (e.g. vlookups, pivot tables, data modeling etc.).

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