ZipRecruiter

Log In

1

Compensation Manager Jobs in Fort Mill, SC (NOW HIRING)

previous page

Showing results 41-60

All JobsCompensation JobsCompensation Manager JobsCompensation Manager Jobs in Fort Mill, SC

Compensation Manager information

See Fort Mill, SC salary details

$31.2K

$100.8K

$148.9K

How much do compensation manager jobs pay per year?

As of Aug 21, 2026, the average yearly pay for compensation manager in Fort Mill, SC is $100,819.00, according to ZipRecruiter salary data. Most workers in this role earn between $84,400.00 and $116,400.00 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?

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 Fort Mill, SC?

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

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

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

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

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

Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Fort Mill, SC as of August 2026, with employment types broken down into 90% Full Time, 9% Part Time, and 1% Contract. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $100,819 per year, or $48.5 per hour.

Senior Analytics Manager, Incentive Compensation

Vanguard

Charlotte, NC • On-site

Full-time

Posted 5 days ago

Job description

The Senior Manager, Incentive Compensation Strategy is responsible for advancing Vanguard's mission of taking a stand for all investors by supporting the development and execution of incentive compensation strategy and governance, and delivers actionable insights that improve crew effectiveness, client outcomes, and business performance. Serving as a strategic thought partner to senior leaders, HR Compensation, compliance and finance, the Senior Manager leverages data, analytics, and financial insights to influence decision-making, evaluate how incentive plans perform and ensure analytics pipelines are accurate, repeatable, and production-ready.

Primary responsibilities include

Incentive Compensation Analytics & Measurement

  • Lead analytics that measure performance of incentive compensation programs
  • Define and maintain key performance indicators tied to compensation outcomes
  • Deliver clear insights on plan effectiveness, risks, and tradeoffs

Analytics Pipeline Quality & Scalability

  • Build and oversee scalable data pipelines supporting compensation reporting and analytics
  • Identify and eliminate defects, inconsistencies, and manual processes
  • Standardize data definitions and logic across incentive compensation workflows
  • Partner with tech and data teams to productionalize solutions

Operational Risk Reduction

  • Identify key points of failure in compensation analytics and reporting
  • Implement controls, validation checks, and governance processes
  • Ensure outputs are audit-ready and meet compliance standards

Cross-Functional Partnership

  • Partner with distribution leadership to translate performance into actionable insights
  • Work with HR compensation to ensure alignment between plan design and measurement
  • Collaborate with compliance to ensure analytics and reporting meet regulatory expectations

Complexity Reduction & Simplification

  • Simplify reporting frameworks and eliminate redundant metrics
  • Reduce fragmentation across tools, datasets, and processes
  • Drive clarity in how performance is measured and communicated

Team Leadership

  • Lead and develop a team of analysts
  • Set standards for analytical rigor, data quality, and communication
  • Balance hands-on involvement with team oversight

Qualifications, Education, Certifications and/or Other Professional Credentials

  • 8+ years in analytics, with direct experience supporting incentive or sales compensation programs
  • Strong understanding of how compensation performance is measured and reported
  • Experience building or improving analytics pipelines and data processes
  • Track record of reducing defects, improving data quality, and scaling analytics solutions
  • Ability to translate business questions into structured analytical approaches
  • Strong stakeholder management across business, HR, and compliance

Special Factors

Sponsorship

Vanguard is not offering visa sponsorship for this position.

About Vanguard

At Vanguard, we don't just have a mission—we're on a mission.

To work for the long-term financial wellbeing of our clients. To lead through product and services that transform our clients' lives. To learn and develop our skills as individuals and as a team. From Malvern to Melbourne, our mission drives us forward and inspires us to be our best.

How We Work

Vanguard has implemented a hybrid working model for the majority of our crew members, designed to capture the benefits of enhanced flexibility while enabling in-person learning, collaboration, and connection. We believe our mission-driven and highly collaborative culture is a critical enabler to support long-term client outcomes and enrich the employee experience.

Apply