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Compensation Manager Jobs in Frisco, TX (NOW HIRING)

REXEL

Compensation Manager

Dallas, TX · On-site

Compensation Manager is responsible for designing, implementing, and managing compensation programs across multiple region and functional groups. This role ensures compensation practices are ...

REXEL

Compensation Manager

Dallas, TX · Remote

Compensation Manager is responsible for designing, implementing, and managing compensation programs across multiple region and functional groups. This role ensures compensation practices are ...

REXEL

Compensation Manager

Dallas, TX · Remote

Compensation Manager is responsible for designing, implementing, and managing compensation programs across multiple region and functional groups. This role ensures compensation practices are ...

Hoya

Compensation Manager

Lewisville, TX · On-site

The Compensation Manager is responsible for designing, implementing, and managing competitive compensation programs while also supporting benefits strategy and administration. This role ensures ...

HOYA Vision Care

Compensation Manager

Lewisville, TX · On-site

The Compensation Manager is responsible for designing, implementing, and managing competitive compensation programs while also supporting benefits strategy and administration. This role ensures ...

Vets Hired

Workers Compensation Manager

Fort Worth, TX · On-site

Job Summary The Workers Compensation Manager is responsible for managing occupational injury and illness cases, coordinating workers' compensation programs, and supporting employee health and return ...

Watts

Workers Compensation Manager

Fort Worth, TX · On-site

Scope of Position The Certified Occupational Health Nurse (COHN) / Workers Compensation Manager is responsible for managing and coordinating all aspects of workers' compensation cases across U.S. and ...

American Airlines

Manager, Compensation

Fort Worth, TX · On-site +1

Why you'll love this job The Manager, Compensation is part of the Global Compensation, Mobility, and People Support team within the People Division. This people leader reports to the Director ...

Keurig Dr Pepper, Inc.

Manager Compensation

Frisco, TX · On-site

$96K - $154K/yr

The Compensation Manager will play a key role supporting the company's executive compensation programs while also partnering on enterprise-wide compensation initiatives. This role serves as a ...

QXO

Senior Manager, Compensation

Coppell, TX · On-site

$135K - $185K/yr

Compensation Program Management * Administer corporate compensation programs, including base pay, annual bonus, and long-term incentive processes. * Maintain compensation structures, job evaluation ...

QXO

Senior Manager, Compensation

Coppell, TX · On-site

$135K - $185K/yr

Compensation Program Management * Administer corporate compensation programs, including base pay, annualbonus, and long-term incentive processes. * Maintain compensation structures, job evaluation ...

loanDepot

Leader, Compensation

Plano, TX · On-site

Manages the annual compensation planning cycle, including merit, promotional adjustments, and salary structure updates, ensuring accurate modeling, analysis, and execution. * Oversees the ...

loanDepot

Leader, Compensation

Plano, TX · On-site

Manages the annual compensation planning cycle, including merit, promotional adjustments, and salary structure updates, ensuring accurate modeling, analysis, and execution. * Oversees the ...

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Compensation Manager information

See Frisco, TX salary details

$33.2K

$107.4K

$158.6K

How much do compensation manager jobs pay per year?

As of Aug 12, 2026, the average yearly pay for compensation manager in Frisco, TX is $107,380.00, according to ZipRecruiter salary data. Most workers in this role earn between $89,800.00 and $124,000.00 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 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 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 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.

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 Frisco, TX? The most popular types of Compensation jobs in Frisco, TX are:
What are popular job titles related to Compensation Manager jobs in Frisco, TX? For Compensation Manager jobs in Frisco, TX, the most frequently searched job titles are:
What job categories do people searching Compensation Manager jobs in Frisco, TX look for? The top searched job categories for Compensation Manager jobs in Frisco, TX are:
What cities near Frisco, TX are hiring for Compensation Manager jobs? Cities near Frisco, TX with the most Compensation Manager job openings:
Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Frisco, TX as of August 2026, with employment types broken down into 1% As Needed, 68% Full Time, 20% Part Time, and 11% Contract. Highlights an 93% Physical, 3% Hybrid, and 4% Remote job distribution, with an average salary of $107,380 per year, or $51.6 per hour.

Compensation Manager

REXEL

Dallas, TX • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 10 days ago

Rexel rating

7.3

Company rating: 7.3 out of 10

Based on 57 frontline employees who took The Breakroom Quiz

192nd of 416 rated retail wholesalers

Job description

Company Description
Rexel USA is one of the largest distributors of electrical products, data communication, wireless communication and related supplies in the United States. Rexel USA operates its electrical distribution business in the United States through eight Regions that go to market under various banner and trade names, including Rexel, Rexel Automation, Gexpro, Mayer, Talley and Platt Electric Supply. In addition to an online store, Rexel USA has a distribution network of over 460 warehouse storefront locations throughout the U.S.
Job Description
We are looking for a Compensation Manager to join our Rexel USA team in Dallas, TX! (Hybrid)
Summary:
Compensation Manager is responsible for designing, implementing, and managing compensation programs across multiple region and functional groups. This role ensures compensation practices are competitive, equitable, compliant, and aligned with business objectives. The Compensation Manager partners closely with HR, business leaders, and Finance to support talent attraction, retention, and performance through effective compensation strategies. This role plays a key part in mergers and acquisitions activity, including compensation due diligence, integration planning, job mapping, harmonization of pay programs, and transition support to ensure smooth integration of acquired businesses into the broader compensation framework.
What You'll Do:
  • Lead the strategy, design, implementation, and governance of compensation programs across multiple regions and functional groups to ensure alignment with business priorities, market competitiveness, and internal equity.
  • Manage broad-based compensation programs and frameworks that support organizational growth, workforce planning, talent attraction, retention, and performance outcomes.
  • Oversee the development, administration, and evolution of salary structures, pay ranges, job architecture, leveling frameworks, and compensation guidelines to drive consistency and scalability across the organization.
  • Partner with HR, Finance, and business leadership to develop compensation programs and strategies that support regional and functional business needs while aligning with broader company strategy.
  • Provide strategic compensation consultation and recommendations for hiring, promotions, transfers, retention actions, reorganizations, market adjustments, and other employee pay decisions.
  • Lead annual compensation cycles, including merit planning, salary review, incentive and bonus planning, budgeting support, modeling, and recommendations.
  • Conduct market pricing, benchmarking, and competitive pay analysis using compensation surveys, internal data, and external labor market trends to ensure effective and informed pay decisions.
  • Analyze compensation data and workforce trends to identify risks and opportunities related to pay equity, pay compression, market positioning, organizational consistency, and cost effectiveness.
  • Monitor and evaluate internal equity across regions and functions, and recommend actions to support fair, consistent, and business-aligned compensation outcomes.
  • Serve as a subject matter expert on compensation strategy, policy interpretation, program design, and complex pay issues, providing consultative support to HR and business leaders.
  • Ensure compensation programs and practices comply with applicable federal, state, and local laws, regulations, and internal governance requirements, including FLSA and other pay-related compliance standards.
  • Support the design and administration of base pay, short-term incentive, bonus, and other variable pay programs, ensuring programs are aligned to company objectives and operational needs.
  • Lead job evaluation and benchmarking activities, including job matching, leveling, titling alignment, and organizational mapping across multiple business functions and regions.
  • Prepare compensation analyses, dashboards, presentations, and business cases for HR leadership, Finance, and senior executives to support decision-making and program enhancements.
  • Partner with regional and functional leaders to assess compensation implications of organizational design changes, workforce shifts, business growth, and talent strategy.
  • Lead compensation-related work for mergers, acquisitions, integrations, and reorganizations, including due diligence, assessment of legacy pay programs, cost analysis, job and grade mapping, harmonization planning, and transition support.
  • Collaborate with cross-functional partners during integration activities to evaluate financial impact, employee transition considerations, and alignment of compensation programs and practices.
  • Drive continuous improvement of compensation processes, tools, systems, reporting, and documentation to improve efficiency, scalability, transparency, and user experience.
  • Support participation in compensation surveys and maintain reliable market data sources to strengthen program design and decision support.
  • Contribute to the development and maintenance of compensation policies, procedures, standards, and manager guidance materials to promote consistent application across all supported regions and functions.

Job Duties Disclaimer:
The information contained in this job description is intended to describe the essential job functions required of those assigned to this job. It is not intended to be an exhaustive list of all responsibilities, duties, knowledge, skills, and abilities needed to perform the job. Please note that management retains the right to assign or reassign duties and responsibilities to this job at any time. The ability to competently perform all the essential duties of the position, with or without reasonable accommodation, demonstrate commitment to effective customer service delivery, integrity, and the ability to work productively as a member of a team or work group are basic requirements of all positions at Rexel USA.
Qualifications
What You'll Need
  • 7+ years of progressive compensation experience, including support for large, complex, multi-region organizations.
  • Significant experience in compensation, total rewards, HR consulting, or a related field.
  • Experience managing compensation programs across multiple states, business units, and functions preferred.
  • Experience managing compensation strategy, salary structures, job architecture, and market pricing.
  • Strong experience supporting mergers and acquisitions, including compensation due diligence and post-close integration.
  • Experience in base wage and salary administration, including market pricing jobs and working with salary bands, merit planning, and performance management programs.
  • Experience in variable pay and sales compensation, including design, communication, implementation, and administration.
  • Proficiency with compensation, incentive, commission, and HRIS systems; experience with Xactly, SuccessFactors, ADP, and PayFactors is a plus.
  • Advanced Microsoft Excel skills, including pivot tables, lookups, and complex data analysis.
  • Relevant certifications (e.g., CCP, CBP, CPP, SHRM-CP or SHRM-SCP) are advantageousRelevant certifications such as CCP, CBP, CPP, SHRM-CP, or SHRM-SCP are preferred.
  • High School or GED - Required
  • 4 Year / Bachelor's Degree - Preferred

Knowledge, Skills & Abilities
  • Deep knowledge of compensation strategy, design, administration, and salary structure development.
  • Expertise in job evaluation, job architecture, market benchmarking, and compensation planning.
  • Knowledge of compensation compliance, pay governance, and applicable legislation, including FLSA.
  • Strong analytical skills with the ability to interpret data, assess trends and risks, and provide actionable recommendations.
  • Ability to assess compensation trends, risks, and opportunities related to market competitiveness, internal equity, and program effectiveness.
  • Proficiency in HRIS, compensation systems, survey platforms, and advanced Excel.
  • Strong project management, organizational, problem-solving, and time management skills, with the ability to manage multiple priorities in a fast-paced, matrixed environment.
  • Excellent interpersonal, written, verbal, and presentation skills, with the ability to communicate complex topics clearly to leaders and employees.
  • Strong consulting, influencing, stakeholder management, and business acumen skills to balance strategic priorities with operational execution.
  • High attention to detail, accuracy, and confidentiality when handling sensitive information.
  • Ability to work collaboratively in a team-oriented environment while supporting business, integration, and compensation objectives.

Additional Information
Physical Demands:
  • Sit: Must be able to remain in a stationary position - Constantly - at least 51%
  • Walk: Must be able to move about inside/outside office or work location - Frequently - 21% to 50%
  • Use hands to finger, handle, or feel: Operates a computer and other office machinery - Constantly - at least 51%
  • Stoop, kneel, crouch, or crawl: Must be able to crouch down to stock shelves, pick up boxes, or position oneself to maintain computers in the lab/under desks/in server closet - Occasionally - up to 20%
  • Talk, hear, taste, smell: Must be able to use senses to effectively communicate with co-workers and clients and detect hazardous conditions - Frequently - 21% to 50%

Weight and Force Demands:
  • Up to 10 pounds - Occasionally - up to 20%

Working Environment:
  • Exposed to unpleasant or disagreeable physical environment such as high noise level and/or exposure to heat and cold - Occasionally - up to 20%
  • Travels to offsite locations - Occasionally - up to 20%

Rexel USA (A VEVRAA Federal Contractor), and its affiliated companies, is an EEO/Disabled/Veterans employer. All qualified candidates will receive consideration for employment without regard to any characteristics protected by law.
Our Benefits Include:
  • Medical, Dental, and Vision Insurance
  • Life Insurance
  • Short-Term and Long-Term Disability Insurance
  • 401K with Employer Match
  • Paid vacation and sick time
  • Paid company holidays plus flexible personal days per year
  • Tuition Reimbursement
  • Health & Wellness Programs
  • Flexible Spending Accounts
  • HSA Accounts
  • Commuter Transit Benefits
  • Additional Optional Insurance such as Pet Insurance, Legal Assistance, Critical Illness, Home and Auto Insurance to name a few.
  • Employee Discount Programs
  • Professional Training & Development Programs
  • Career Advancement Opportunities - We like to promote from within

Our goal is to create a workplace where everyone feels respected, valued, and empowered to succeed as we understand that our success and innovation is enhanced by an inclusive and diverse workforce.
Rexel USA (A VEVRAA Federal Contractor), and its affiliated companies, is an EEO/Disabled/Veterans employer. All qualified candidates will receive consideration for employment without regard to any characteristics protected by law.

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