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Compensation Manager Jobs in Forney, TX (NOW HIRING)

Neighborlybrands

Compensation Manager

Irving, TX · Hybrid

Compensation Manager Are you looking for a place where you can bring your passion for technology and troubleshooting? Welcome to Neighborly-the hub of service brands that connects customers to top ...

Neighborly

Compensation Manager

Irving, TX · On-site

Compensation Manager Are you looking for a place where you can bring your passion for technology and troubleshooting? Welcome to Neighborly-the hub of service brands that connects customers to top ...

Parkland

Senior Compensation Analyst

Dallas, TX

$77K - $101K/yr

Reporting to the Compensation Manager, you will support Sunoco's compensation philosophy and strategy for more than 6,000 employees across 32 countries. We are looking for a compensation professional ...

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All JobsCompensation JobsCompensation Manager JobsCompensation Manager Jobs in Forney, TX

Compensation Manager information

See Forney, TX salary details

$32K

$103.4K

$152.7K

How much do compensation manager jobs pay per year?

As of Jun 14, 2026, the average yearly pay for compensation manager in Forney, TX is $103,356.00, according to ZipRecruiter salary data. Most workers in this role earn between $86,500.00 and $119,400.00 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 jobs pay $2000 a day?

For a Compensation Manager, earning $2000 a day typically requires senior-level experience, specialized skills in compensation strategy, and often a high-level position within large organizations or consulting firms. Such roles may include executive compensation consultants, senior HR directors, or compensation strategists working on complex pay structures, often with advanced certifications like CCP or CECP. These positions usually demand extensive industry knowledge and a track record of managing large compensation programs.

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 often use compensation management software to administer pay strategies. Strong analytical skills and knowledge of labor laws 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 job makes $10,000 a month without a degree?

A Compensation Manager typically earns a salary that can reach or exceed $10,000 per month, especially with experience and in larger organizations. While a degree is often preferred, some professionals advance through certifications, industry experience, and specialized skills in compensation analysis, HR, or finance. High-level roles in sales, real estate, or entrepreneurship can also generate this income without formal degrees, but they often require significant expertise and effort.

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

In the US, high-level executive roles such as Chief Executive Officers, Chief Financial Officers, and other C-suite positions often have annual compensation exceeding $500,000, especially in large corporations. Additionally, specialized roles like top investment bankers, certain medical specialists, and successful entrepreneurs can also reach or surpass this income level, often requiring advanced skills, extensive experience, and significant responsibility.

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.
More about Compensation Manager jobs
What are the most commonly searched types of Compensation jobs in Forney, TX? The most popular types of Compensation jobs in Forney, TX are:
What job categories do people searching Compensation Manager jobs in Forney, TX look for? The top searched job categories for Compensation Manager jobs in Forney, TX are:
What cities near Forney, TX are hiring for Compensation Manager jobs? Cities near Forney, TX with the most Compensation Manager job openings:
Compensation Manager jobs near you
Compensation Manager

Compensation Manager

North Texas Tollway Authority

Plano, TX • On-site

Full-time

Posted 14 days ago

North Texas Tollway Authority rating

7.3

Company rating: 7.3 out of 10

Based on 7 frontline employees who took The Breakroom Quiz

450th of 649 rated public administrative organizations

Job description

Summary
Reporting to the Assistant Director of Total Rewards and Systems, the Compensation Manager is responsible for designing, administering, and maintaining comprehensive compensation programs that support employee recruitment, engagement, and retention. This role oversees system interfaces and updates, ensures compliance with legislative requirements, and recommends policy and procedural enhancements to align with organizational goals.
Applicants are required to be eligible to lawfully work in the United States immediately. This position is not available for H1-B visa sponsorship.
Key Responsibilities:
  • Developing, revising, and maintaining salary structures and pay-for-performance programs.
  • Conducting and participating in market salary studies to ensure competitive positioning.
  • Creating and analyzing job descriptions, assigning pay ranges, and providing new hire salary recommendations.
  • Administering compensation-related systems and maintaining accurate documentation and records.
  • Monitoring and reporting on compensation metrics, budgets, legislative changes, and contract management activities.
The Compensation Manager plays a critical role in ensuring fair, competitive, and compliant compensation practices that drive organizational success.
Compensation Program Management:
  • Design, administer, and maintain competitive and equitable compensation programs.
  • Develop and update salary structures, pay-for-performance programs, and merit budgets.
  • Recommend policy and procedural changes to ensure compliance and market competitiveness.
Market Analysis & Job Evaluation:
  • Conduct and participate in market salary studies; analyze external data to maintain competitive positioning.
  • Partners with HRBPs to develop, review, and update job descriptions; assess FLSA status and recommend pay adjustments.
  • Provide salary recommendations for new hires and internal movements, ensuring internal equity.
Annual Compensation Review:
  • Lead annual compensation cycle, including salary band updates and merit increase processes.
  • Prepare and present compensation metrics, budget analyses, and market insights to leadership.
Systems & Compliance Oversight:
  • Administer compensation-related HRIS functions; ensure accuracy of job codes and FLSA data.
  • Oversee system interfaces, troubleshoot errors, and coordinate with vendors and internal teams.
  • Monitor legislative changes and ensure compliance with federal and state regulations.
Leadership & Collaboration:
  • Manage compensation staff, assign tasks, monitor performance, and oversee communications.
  • Partner with HR leadership to develop total rewards strategies that support engagement and retention.
  • Provide guidance to HR and department managers on compensation matters, including salary justifications and market adjustments.
  • Challenge existing processes and identify innovative solutions to enhance efficiency and effectiveness.
Qualifications
Minimum Requirements:
  • Bachelor's degree from an accredited institution.
  • 7-9 years of progressive experience managing compensation programs.
  • 2+ years in a supervisory role and experience managing large budgets and vendor contracts.
  • Advanced knowledge of compensation regulations and compliance (FLSA, ERISA, HIPAA, etc.).
  • Strong analytical, communication, and interpersonal skills.
Preferred Qualifications:
  • Master's degree in HR, Business, Finance, or related field.
  • Professional certifications such as CCP, CBP, GRP, or CEBS.
  • Experience with compensation systems and HRIS administration.
  • Proven ability to develop innovative compensation strategies and solutions.
About NTTA: NTTA is a political subdivision of Texas created to acquire, construct, maintain and operate toll roads in North Texas. As a customer-driven organization, NTTA delivers a safe and reliable toll system for millions of customers each year in one of the fastest growing regions in the United States. NTTA is a vibrant organization with a highly qualified, energized and engaged team focused on achieving Excellence and we are looking for talented individuals to join us.
Our Mission: We are committed to providing a safe and reliable toll road system, increase value and mobility options for our customers, operate the Authority in a businesslike manner, protect our bondholders, and partner to meet our region's growing need for transportation infrastructure.
How To Apply
Click Apply. Register or log-in to your account. Complete the application in its entirety, including any questions, and click Submit.
If you have questions about the application process, please access our Frequently Asked Questions
At any time during the application process, you can click on the Job Title to which you are applying to return to this page to access the FAQs.
Refer your Family and Friends to apply at https://careers.ntta.org
NTTA is an Equal Opportunity Employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability or veteran status.

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