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Compensation Manager Jobs in Duluth, GA (NOW HIRING)

Spelman College

Compensation Manager

Atlanta, GA · On-site

Position Title Compensation Manager Position Summary The Compensation Manager serves as a subject-matter expert providing consultative, analytical, and operational support for classification and ...

Holder Construction

Compensation Manager

Atlanta, GA · On-site

Manage compensation systems, market surveys, and benchmarking studies; analyze market data to recommend updates to pay grades, salary ranges, and job classifications. * Maintain HR system job ...

Holder Construction

Compensation Manager

Atlanta, GA · On-site

About the Role We are looking for a Compensation Manager to join our Human Resources team in our regional office in Atlanta, GA. This is a full-time, in-person position. Key Responsibilities

ACI Worldwide

Global Compensation Director

Norcross, GA · On-site

As a Global Compensation Manager (Norcross/hybrid) , you will join a diverse, passionate team, dedicated to powering the world's payments ecosystem! This Purpose of this Role The Global Compensation ...

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 ...

Dolby

Senior Manager, Global Compensation

Atlanta, GA · On-site

$191K - $234K/yr

As Dolby continues to evolve, the Senior Manager, Global Compensation will be an integral part of our Total Rewards team and play a critical role in shaping, delivering, and evolving global ...

Dolby

Senior Manager, Global Compensation

Atlanta, GA

$191K - $234K/yr

As Dolby continues to evolve, the Senior Manager, Global Compensation will be an integral part of our Total Rewards team and play a critical role in shaping, delivering, and evolving global ...

Talent Groups

Compensation Specialist

Atlanta, GA · On-site

... to manage multiple priorities and recurring deadlines Preferred • Direct sales or incentive compensation experience • Experience supporting renewals or post sales teams • Compensation ...

Truist

Compensation Consultant

Atlanta, GA · On-site

Manages large, moderately complex compensation initiatives, provides consultation and guidance to business leaders and partners, and develops solutions to complex compensation and incentive ...

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Compensation Manager information

See Duluth, GA salary details

$32.7K

$105.6K

$156K

How much do compensation manager jobs pay per year?

As of Sep 2, 2026, the average yearly pay for compensation manager in Duluth, GA is $105,600.00, according to ZipRecruiter salary data. Most workers in this role earn between $88,400.00 and $122,000.00 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.
More about Compensation Manager jobs

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For Compensation Manager jobs in Duluth, GA, the most frequently searched job titles are:

What job categories do people searching Compensation Manager jobs in Duluth, GA look for?

The top searched job categories for Compensation Manager jobs in Duluth, GA are:

What cities near Duluth, GA are hiring for Compensation Manager jobs?

Cities near Duluth, GA with the most Compensation Manager job openings:

Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Duluth, GA as of August 2026, with employment types broken down into 84% Full Time, 14% Part Time, and 2% Contract. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $105,600 per year, or $50.8 per hour.

Compensation Manager

Spelman College

Atlanta, GA • On-site

Full-time

Re-posted 5 days ago

Job description

Position Information

Applicants must be legally authorized to work in the United States at the time of hire and must maintain authorization throughout employment. This position is not eligible for sponsorship.
This position is contingent upon the availability of sufficient funding.

Position Title Compensation Manager Position Summary
The Compensation Manager serves as a subject-matter expert providing consultative, analytical, and operational support for classification and compensation functions across Spelman College. This role collaborates closely with Human Resources and Culture units and campus stakeholders to ensure accurate position classification, equitable compensation practices, and compliance with institutional policies, federal and state regulations, and applicable agreements. The Compensation Manager advises managers and employees, evaluates position descriptions and FLSA status, supports salary administration activities, and contributes to communication, training, and continuous improvement of classification and compensation programs.
Essential Duties and Responsibilities
Position Classification
  • Reviews and approves new and revised classified and unclassified position descriptions to determine appropriate classification, appointment type, employment class, bargaining unit status, and compensation structure placement.
  • Manages the position management process and evaluates position descriptions to ensure duties, scope, and responsibilities are accurately documented and aligned with institutional classification standards.
  • Conducts FLSA determinations in compliance with federal requirements, including application of exemption tests; audits positions for FLSA status changes and communicates required actions to leadership and employees.
  • Collaborates with HR technical teams to ensure job titles, classifications, and position data are accurately established and maintained in HR information systems and position description platforms.
Compensation Administration
  • Develops and maintains compensation programs and job architectures in HRIS database and other department compensation systems.
  • Performs compensation-related reviews and approvals in accordance with established College guidelines and policies.
  • Reviews and approves starting salaries, in-hire rates above entry levels, off-cycle salary increases, merit and equity adjustments, administrative stipends, differentials, special pay, and work-out-of-classification requests.
  • Assists with the administration of compensation actions, including step increases, COLAs, supplemental pay requests, and other contractual salary provisions.
  • Reviews and analyzes compensation actions to ensure compliance with applicable equal pay laws and internal equity standards.
  • Identifies appropriate comparator groups for positions performing work of comparable character and recommends starting rates and salary actions that support equity and consistency across the institution.
  • Completes compensation system related actions, to include updating salary planner, job architecture, job code table, compensation transactions, ERP implementation frameworks, and managing day-to-day compensation systems.
Communication and Training Facilitation
  • Monitors and responds to classification and compensation-related inquiries, escalating or routing issues as appropriate.
  • Develops and distributes communications to employees, managers, and senior leadership regarding classification and compensation initiatives, policy updates, and procedural changes.
  • Creates training materials, guidance documents, and reference resources related to position description development, position allocation, and compensation processes.
  • Facilitates training sessions and consultations for campus stakeholders on classification, compensation, organizational structure, and related systems and tools.
Other Responsibilities
  • Conduct quarterly or annual desk audits and compensation studies (e.g., CUPA-HR, etc.).
  • May serve on various campus committees, as requested.
  • May complete other duties as assigned within the scope of work for the position.
Required Qualifications
Education and/or Experience:
  •  Bachelor's degree in human resources, business administration, or a related field; or equivalent professional experience in classification, compensation, or HR administration.
  • Minimum of three (3) years of progressively responsible experience in position classification, compensation administration, or related HR functions.
  • Demonstrated experience conducting FLSA determinations and applying compensation policies and frameworks.
  • Experience supporting classification and compensation programs in higher education, a large public-sector organization, or a comparably complex environment preferred.
Knowledge, Skills, and Abilities (KSAs):
  •  Strong analytical and problem-solving skills with the ability to interpret policy, evaluate data, and make sound recommendations.
  • Demonstrated commitment to diversity, equity, and inclusion in classification and compensation practices.
  •  Ability to maintain confidentiality and exercise discretion when handling sensitive employee and compensation information.
  • Excellent written and verbal communication skills, including the ability to explain complex classification and compensation concepts to non-technical audiences.
  • Strong consultative and interpersonal skills with the ability to work effectively across diverse campus constituencies.
  • Proficiency with HR systems, databases, reporting tools, and Microsoft Office applications (Word, Excel, or similar).
  • Ability to manage multiple priorities, meet deadlines, and work independently with minimal supervision.


Preferred Qualifications
Experience supporting classification and compensation programs in higher education, a large public-sector organization, or a comparably complex environment is preferred.


Certifications, Licenses, Restrictions
Preferred: Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, or SPHR)
Physical Demands
While performing the duties of this job, the employee is regularly required to sit, walk, use hands to operate a computer and other office equipment, and to talk and hear. The employee is frequently required to reach with hands and arms. The employee is occasionally required to stand, climb, stoop, and lift and/or move up to 15 pounds. Specific vision abilities required by this job include the ability to adjust focus.
Shift Days % Travel Required 0% Full Time/Part Time Full-time Work Location/Schedule: This position is eligible for a hybrid work arrangement. FLSA Exempt Number of Vacancies Anticipated Candidate Start Date Position End Date
Posting Detail Information
Posting Number SC0917P Posting Open Date Posting Closing Date Open Until Filled No Special Instructions to Applicants EEO Statement
Spelman College is an Equal Opportunity Employer. We are a smoke-free campus.

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