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Compensation Manager Jobs in Grayson, GA (NOW HIRING)

Westrock

Sr. Mgr, Total Rewards

Atlanta, GA · On-site

The Senior Manager, Compensation, North America is responsible for leading the design, implementation, and administration of compensation programs that attract, motivate, and retain top talent while ...

Atlanta Hawks

Specialist, Compensation

Atlanta, GA · On-site

Develop and evolve pay for performance programs by management level Sales Compensation and Commission Administration * Administer commission and incentive compensation programs, including support for ...

Atlanta Hawks

Specialist, Compensation

Atlanta, GA

Develop and evolve pay for performance programs by management level Sales Compensation and Commission Administration * Administer commission and incentive compensation programs, including support for ...

Georgia Tech

Compensation Analyst

Atlanta, GA · On-site

Advise employees and managers regarding work performance and conflict management. Compensation and Classification Department Define and maintain job structures by evaluating roles to ensure accurate ...

Georgia Tech

Compensation Analyst

Atlanta, GA · On-site

Advise leaders, managers, and employees on job classification and compensation practices. Job Summary The Compensation and Classification Analyst (intermediate level) provides professional-level ...

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 ...

Hunter Douglas

Equity & Compensation Analyst

Atlanta, GA · On-site

$78K - $106K/yr

This role requires strong attention to detail, analytical capability, and the ability to manage data integrity across systems. The analyst will also support a broad range of compensation activities ...

Trueseek

Workers' Compensation Attorney

Atlanta, GA

$120K - $180K/yr

Manage an assigned caseload while collaborating with colleagues and support staff on case ... workers' compensation experience preferred * Strong organizational communication and time ...

Worldpay

Director, Global Compensation

Atlanta, GA · On-site

$120K - $164K/yr

Manages established compensation programs through the HRIS systems including objective setting, performance reviews, merit process, bonus process, and creates global communications for each program.

Ogletree Deakins

Sr. Compensation Analyst

Atlanta, GA · Hybrid

$135K - $145K/yr

Provide guidance to Talent Acquisition, HR Partners and managers on all compensation-related matters * Participate in data input activities for annual salary surveys * Collaborate in the ...

Trimble, Inc.

Global Compensation Partner

Atlanta, GA · On-site

Bonus Points For • CCP, PHR, or SPHR certification. • Experience managing global compensation programs. • Background in sales compensation design and administration. • Advanced hands-on ...

Xplor

Senior Compensation Analyst

Atlanta, GA · On-site

$79K - $103K/yr

Conduct market pricing and manage compensation survey participation, including job matching, data submission, and results analysis. * Support the administration and ongoing maintenance of global ...

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All JobsCompensation JobsCompensation Manager JobsCompensation Manager Jobs in Grayson, GA

Compensation Manager information

See Grayson, GA salary details

$32.9K

$106.5K

$157.3K

How much do compensation manager jobs pay per year?

As of Aug 11, 2026, the average yearly pay for compensation manager in Grayson, GA is $106,462.00, according to ZipRecruiter salary data. Most workers in this role earn between $89,100.00 and $123,000.00 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 job categories do people searching Compensation Manager jobs in Grayson, GA look for? The top searched job categories for Compensation Manager jobs in Grayson, GA are:
What cities near Grayson, GA are hiring for Compensation Manager jobs? Cities near Grayson, GA with the most Compensation Manager job openings:
Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Grayson, GA as of August 2026, with employment types broken down into 1% As Needed, 83% Full Time, 14% Part Time, and 2% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $106,462 per year, or $51.2 per hour.

Sr. Mgr, Total Rewards

Westrock

Atlanta, GA • On-site

Full-time

Re-posted 10 days ago

Job description

General Information
Job ID
ATR64156
Posting Job Title
Senior Manager, Compensation, North America
Locations
GA Atlanta Headquarters
Employment Type
Full Time
Date Posted
02-Jul-2026
Relocation Support
No
Description & Requirements
Smurfit Westrock (NYSE:SW) is the go-to leader and partner of choice in sustainable packaging. We are dedicated to creating efficient and scalable paper and packaging solutions to help solve complex packaging challenges. Guided by our values of safety, loyalty, integrity and respect, we are committed to delivering meaningful value for shareholders, customers, employees and the communities where we operate.
The Senior Manager, Compensation, North America is responsible for leading the design, implementation, and administration of compensation programs that attract, motivate, and retain top talent while aligning with the organization's strategic goals. Reporting to the Sr Director, Total Rewards, this role serves as a compensation leader for North America, partnering closely with HR leadership, HRBPs, business leaders, and Finance to ensure competitive, equitable, and compliant pay practices across a complex, post-merger environment.
Following the combination of Smurfit Kappa and WestRock, this role is critical to the ongoing harmonization of legacy compensation structures, pay philosophies, and incentive programs into a unified North American framework. The person in this seat will bring both strategic vision and hands-on execution to ensure Smurfit Westrock's compensation programs are market-competitive, internally equitable, and positioned to support the company's owner-operator culture.
How You Will Impact Smurfit Westrock
Compensation Strategy and Design
  • Lead the development and ongoing refinement of the North American compensation strategy, ensuring alignment with business objectives and the global Reward function
  • Design and administer base pay structures and local/regional variable pay programs
  • Conduct regular market analysis and benchmarking using published surveys and custom studies to ensure competitive positioning across salaried, hourly, and union populations
  • Evaluate and recommend salary structures and pay ranges, incorporating post-merger harmonization priorities

Program Management
  • Partner with the broader Reward team and HR leadership to execute the annual compensation planning cycle, including merit increases, bonus payouts, and equity distribution
  • Manage the job offer process to ensure compensation recommendations for new hires, promotions, and internal moves are consistent, compliant, and aligned with the global job architecture framework
  • Assess new and existing roles against the global job architecture, managing job evaluations and maintaining internal equity across roles and functions
  • Develop and deliver communication and training programs to educate managers, employees, and HR partners on compensation policies, practices, and program changes
  • Ensure programs are scalable, data-driven, and aligned to performance outcomes

Partnership and Advisory
  • Act as a strategic advisor to HRBPs and business leaders on all compensation matters, including offers, promotions, organizational changes, and retention strategies
  • Provide expert guidance on complex compensation decisions, ensuring consistency and compliance across a matrixed, multi-site organization
  • Collaborate with Talent, Finance, and Legal teams to ensure alignment on compensation actions, regulatory compliance, and cost management
  • Conduct regular reviews and audits of compensation programs and recommend improvements to ensure effectiveness and alignment with organizational goals

Analytics and Reporting
  • Leverage compensation data and analytics to inform decision-making, identify trends, and proactively surface risks or opportunities
  • Develop dashboards and reporting to support leadership insights into market competitiveness, pay equity, and program effectiveness
  • Support compensation remediation efforts where needed, partnering with Legal and HR leadership on approach and execution

Compliance and Governance
  • Ensure compliance with all applicable federal, state, provincial (Canada), and local compensation laws and regulations
  • Maintain governance over compensation policies and practices across the North American footprint
  • Support audits, regulatory reporting, and internal reviews

Leadership
  • Lead, develop, and mentor a team of compensation professionals, building bench strength and functional capability within the Reward function
  • Drive continuous improvement in compensation processes, tools, and systems
  • Stay current on emerging compensation trends, legislative changes, and best practices in the manufacturing and packaging sector
  • Promote a culture of fairness, transparency, and accountability in all compensation decisions

What You Need to Succeed
  • Bachelor's degree in human resources, Business, Finance, or related field
  • 7-10 years of progressive compensation experience, with demonstrated ownership of compensation strategy and program design
  • Experience in a large, matrixed, or global organization with both salaried and hourly populations
  • Deep expertise in compensation program design, market benchmarking, job evaluation methodologies, and pay analytics
  • Strong knowledge of compensation-related laws and regulations (FLSA, Equal Pay Act, state/provincial pay transparency laws)
  • Advanced skills in Excel and experience with HRIS and compensation systems (Workday preferred)
  • Strategic thinking and business acumen with the ability to translate data into actionable recommendations for leaders
  • Strong analytical and problem-solving skills
  • Demonstrated ability to influence at all levels of the organization
  • Attention to detail and commitment to data accuracy

Preferred
  • Certified Compensation Professional (CCP) strongly preferred
  • Master's degree in HR, MBA, or related advanced degree
  • SHRM-SCP, SPHR, or equivalent professional certification
  • Experience in manufacturing (Paper, packaging, or forest products industries preferred)
  • Experience managing direct reports
  • Familiarity with post-merger compensation harmonization, including integration of disparate pay structures and incentive programs
  • Active participation in professional organizations such as WorldatWork

What We Offer
  • Corporate culture based on integrity, respect, accountability, and excellence
  • Comprehensive training with numerous learning and development opportunities
  • An attractive salary reflecting skills, competencies, and potential
  • A career with a global packaging company where Sustainability, Safety, and Inclusion are business drivers and foundational elements of the daily work

Candidates are required to undergo a drug screening after receiving a conditional job offer, but before starting employment.
Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status or other characteristics protected by state or federal law.

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