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Compensation Manager Jobs in Draper, UT (NOW HIRING)

Kairoi Management LLC

Area Manager

Salt Lake City, UT · On-site

AREA MANAGER - Utah Area Seize Your Career Opportunity at Kairoi Residential At Kairoi, we create ... Compensation is based on experience and community. Incentive compensation opportunities are ...

Gong.io

Engagement Manager

Salt Lake City, UT · On-site

$149K - $175K/yr

As an Engagement Manager on our Professional Services team, you will be responsible for all aspects ... Compensation is based on factors unique to each candidate, including, but not limited to, job ...

Safe Streets USA LLC

Manager, Collections

Lehi, UT · On-site

Job Summary The Collections Manager oversees the company's customer collections operations with a ... Compensation SafeStreets compensation may include base pay and, for eligible roles ...

SafeStreets

Manager, Collections

Lehi, UT · On-site

Job Summary The Collections Manager oversees the company's customer collections operations with a ... Compensation SafeStreets compensation may include base pay and, for eligible roles, variable ...

SBM Management

Site Manager

Lehi, UT · On-site

$70K - $75K/yr

Ability to effectively present information and respond to questions from groups of managers, customers, employees, and public Compensation: $70,000 - $75,000 per year Shift: Variable SBM Management ...

SBM Management

Site Manager

Lehi, UT · On-site

$70K - $75K/yr

Ability to effectively present information and respond to questions from groups of managers, customers, employees, and public Compensation: $70,000 - $75,000 per year Shift: Variable SBM Management ...

Draper City(Utah)

Risk Manager

Draper, UT · On-site

Manages the City's Worker's Compensation claims; reviews and analyzes all incidents involving workers compensation exposure; properly documents all supporting information for each claim; ensures that ...

Mecca Management, LLC

Office Manager

Midvale, UT

$23 - $25/hr

Job Type: Full Time Compensation: $23 to $25 per hour DOE Responsibilities and Duties: Provide top ... Manage key card access controls and property security. Support executive team with admin tasks as ...

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Compensation Manager information

See Draper, UT salary details

$33.2K

$107.3K

$158.5K

How much do compensation manager jobs pay per year?

As of Jul 17, 2026, the average yearly pay for compensation manager in Draper, UT is $107,255.00, according to ZipRecruiter salary data. Most workers in this role earn between $89,700.00 and $123,900.00 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 does a compensation manager do?

A compensation manager develops and manages salary structures, incentive programs, and benefits to ensure competitive and equitable pay practices within an organization. They analyze market data, ensure compliance with regulations, and collaborate with HR and finance teams to align compensation strategies with company goals. Strong analytical skills and knowledge of compensation software are essential for this role.

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 jobs pay $500,000 a year in the US?

In the US, Compensation Managers typically do not earn $500,000 annually; such high salaries are more common in executive roles like CEOs, investment bankers, or specialized surgeons. High-paying positions often require extensive experience, advanced degrees, and leadership responsibilities. Compensation Managers earning this level are rare and usually hold senior executive or consulting roles with bonuses and stock options included.

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 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 experience and knowledge of compensation strategies and HR software are also important.

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.
More about Compensation Manager jobs
What job categories do people searching Compensation Manager jobs in Draper, UT look for? The top searched job categories for Compensation Manager jobs in Draper, UT are:
What cities near Draper, UT are hiring for Compensation Manager jobs? Cities near Draper, UT with the most Compensation Manager job openings:
Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Draper, UT as of July 2026, with employment types broken down into 1% As Needed, 77% Full Time, 19% Part Time, and 3% Contract. Highlights an 90% Physical, 2% Hybrid, and 8% Remote job distribution, with an average salary of $107,255 per year, or $51.6 per hour.
Anaplan Model Builder

Anaplan Model Builder

Coupa Software, Inc.

Salt Lake City, UT • On-site, Remote

$68K - $91K/yr

Full-time

Re-posted 2 days ago

Job description

Coupa makes margins multiply through its community-generated AI and industry-leading total spend management platform for businesses large and small. Coupa AI is informed by trillions of dollars of direct and indirect spend data across a global network of 10M+ buyers and suppliers. We empower you with the ability to predict, prescribe, and automate smarter, more profitable business decisions to improve operating margins.
Why join Coupa?
Pioneering Technology: At Coupa, we're at the forefront of innovation, leveraging the latest technology to empower our customers with greater efficiency and visibility in their spend.
Collaborative Culture: We value collaboration and teamwork, and our culture is driven by transparency, openness, and a shared commitment to excellence.
Global Impact: Join a company where your work has a global, measurable impact on our clients, the business, and each other.
Learn more on Life at Coupa blog and hear from our employees about their experiences working at Coupa.
The Impact of an Anaplan Model Builder at Coupa:
Coupa Software is looking for an Anaplan Model Builder to join our Anaplan Center of Excellence on the Sales Commission team. This position will serve as the primary builder and owner of Coupa's Incentive Compensation Management (ICM) model within Anaplan, working in close partnership with Sales Compensation team leadership and the Master Anaplanner (Sr. Manager, FP&A Data and Systems). In this role, you will translate complex sales compensation plan rules and payout calculations into a scalable, enterprise-grade Anaplan solution. The role requires solid Anaplan modeling fundamentals, an eagerness to grow technical skills, and the ability to collaborate effectively with business stakeholders. Impeccable character, integrity, and work ethic are critical for success. The position will be supported by the Senior Director, Sales Compensation and will be a remote role.
What You'll Do:
  • Partner with Sales Compensation team leadership and the Master Anaplanner to design, build, and launch the Incentive Compensation Management (ICM) model in Anaplan.
  • Own day-to-day maintenance and enhancements of the ICM model, ensuring accuracy and reliability during critical payroll cycles and plan changes throughout the year.
  • Support the broader Anaplan COE by assisting certified model builders with maintenance tasks across existing models, including top-line reporting, workforce planning, and quota management, as bandwidth allows.
  • Maintain documentation of all relevant architecture and operational functionality for any models created or updated.
  • Serve as the primary Anaplan point of contact for the Sales Compensation team, translating business plan changes into model updates and proactively communicating timelines and risks to the Master Anaplanner and FP&A leadership.

What You Will Bring to Coupa:
  • Bachelor's degree in Accounting/Finance/Business or related fields.
  • 1-3 years of Anaplan modeling experience
  • Anaplan Certified Model Builder certification, or active pursuit of certification within 90 days of hire.
  • Knowledge of ADO, Polaris and Anaplan Workflow a plus.
  • Familiarity with sales compensation concepts such as quota attainment, tiered commission rates, accelerators, SPIFFs, clawbacks, and crediting rules; prior experience in a Sales Comp, RevOps, or FP&A environment a plus.
  • Strong analytical background with the ability to creatively and methodically solve problems with a data-driven approach.
  • Self-starter capable of driving business results without significant supervision.
  • Ability to deal with conflict, manage expectations and manage multiple projects simultaneously.
  • Excellent written and verbal communication skills with comfort in process mapping and documentation creation.
  • Experience with enterprise software tools such as Snowflake, Salesforce and Dayforce.

$68,000 - $91,333 a year
The successful candidate's starting salary will be determined based on permissible, non-discriminatory factors such as skills, experience, and geographic location within the state.
The estimated pay range for this role is $68,000 - $91,333
The starting salary for the successful candidate will be based on permissible, non-discriminatory factors such as skills, experience, and geographic location.
Coupa complies with relevant laws and regulations regarding equal opportunity and offers a welcoming and inclusive work environment. Decisions related to hiring, compensation, training, or evaluating performance are made fairly, and we provide equal employment opportunities to all qualified candidates and employees.
Please be advised that inquiries or resumes from recruiters will not be accepted.
By submitting your application, you acknowledge that you have read Coupa's Privacy Policy and understand that Coupa receives/collects your application, including your personal data, for the purposes of managing Coupa's ongoing recruitment and placement activities, including for employment purposes in the event of a successful application and for notification of future job opportunities if you did not succeed the first time. You will find more details about how your application is processed, the purposes of processing, and how long we retain your application in our Privacy Policy.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

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