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Compensation Manager Jobs in Gurnee, IL (NOW HIRING)

ChenMed LLC

Compensation Consultant (Part-Time)

Deerfield, IL · On-site

$70.40 - $100.57/hr

Administers broad‑based compensation programs for all employees; interprets compensation program ... Manages special projects as appropriate. * Performs other duties as assigned and modified at ...

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Diamond Insurance

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Workers' Compensation Adjuster

Schaumburg, IL · Remote

$65K - $85K/yr

Proven experience managing workers' compensation claims directly. * Strong working knowledge of Illinois and other Midwestern states workers' compensation laws and regulations. * Excellent written ...

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All JobsCompensation JobsCompensation Manager JobsCompensation Manager Jobs in Gurnee, IL

Compensation Manager information

See Gurnee, IL salary details

$34.1K

$110.1K

$162.7K

How much do compensation manager jobs pay per year?

As of Aug 21, 2026, the average yearly pay for compensation manager in Gurnee, IL is $110,120.00, according to ZipRecruiter salary data. Most workers in this role earn between $92,100.00 and $127,200.00 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 Gurnee, IL?

The most popular types of Compensation jobs in Gurnee, IL are:

What cities near Gurnee, IL are hiring for Compensation Manager jobs?

Cities near Gurnee, IL with the most Compensation Manager job openings:

Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Gurnee, IL as of August 2026, with employment types broken down into 88% Full Time, 11% Part Time, and 1% Contract. Highlights an 84% Physical, 3% Hybrid, and 13% Remote job distribution, with an average salary of $110,120 per year, or $52.9 per hour.

Compensation Manager - Onsite Deerfield, IL

Fielmann USA

Deerfield, IL • On-site

Full-time

Posted 2 days ago

New

Job description

POSITION SUMMARY:

Manage overall compensation process and provide analysis to support compensation policies and decisions, including pay structures, incentive plan design and employment offers. Participate in development of policies and administrative guidelines. Perform market and industry evaluations. Participate in compensation surveys. Lead annual merit and performance evaluations processes.


DUTIES AND RESPONSIBILITIES:

COMPENSATION PROGRAM ADMINISTRATION

  • Develop, implement, and manage comprehensive compensation programs including base pay, incentives, and bonus plans
  • Lead salary benchmarking exercises and develop competitive salary ranges for various roles across the organization
  • Develop, document, communicate and administer compensation policies and procedures
  • Conduct job evaluations and maintain job description files
  • Lead the administration of annual merit and performance evaluations processes
  • Communicate compensation policies and programs clearly and address related inquiries


COMPENSATION ANALYSIS

  • Research, analyze, develop or modify compensation programs (both incentive and base pay) to support hiring and employee retention
  • Evaluate and analyze compensation data to identify trends, assess effectiveness and make data-driven recommendations for enhancements
  • Perform market and industry evaluations for field, corporate, and manufacturing roles
  • Provide company data for inclusion in and analyze results of compensation survey data
  • Stay current with compensation trends and relevant laws and regulations


BUSINESS PARTNERSHIPS

  • Collaborate with HR business partners and leadership to align compensation strategies with organizational goals and budgets
  • Engage with several HR partners such as talent acquisition and payroll as well as finance department on various compensation related matters
  • Develop compensation guidelines for internal moves
  • Evaluate new center markets for compensation structures
  • Communicate effectively with field teams to support hiring and retention
  • Partner in compensation process for teammates obtained through the Company’s acquisition process


MINIMUM KNOWLEDGE, EXPERIENCE & SKILLS REQUIREMENTS:

  • Bachelor’s degree in HR, Business, Finance or equivalent work experience
  • Combination of education and/or equivalent work experience in a related field
  • Minimum 5 years of professional compensation management experience
  • Certified Compensation Professional designation or coursework toward designation is desired
  • Proficiency with HRIS systems and compensation management software
  • Previous human resources experience is desired
  • Excellent communication and interpersonal skills to interact with all levels of the organization
  • Advanced analytical and communication skills with the ability to interpret complex data and metrics
  • Must be able to work independently and make sound business decisions
  • Able to maintain a high level of confidentiality
  • Proficiency with Microsoft Office Suite of programs; advanced Excel skills required



ESSENTIAL FUNCTIONS & WORK REQUIREMENTS:

  • Ability to effectively communicate at all levels within the organization through written and two-way verbal communication
  • Able to sit or stand for extended periods of time
  • Able to operate various office equipment (e.g., personal computer, telephone, fax machine, copier, etc.)
  • Able to read and write at a high school graduate level
  • Able to lift 10 to 20 pounds
  • Able to work normal and/or extended (evenings, nights, and weekends) office hours to meet established deadlines
  • Able to travel independently to support Company objectives and personal development



These statements are intended to describe the general nature and level of work performed by teammates assigned to this job classification. They are not intended to be an exhaustive list of all responsibilities, duties and skills required.