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Compensation Manager Jobs in Milwaukee, WI (NOW HIRING)

Generac

Compensation Manager

Waukesha, WI · On-site

Design, implement, and manage compensation programs, including base salary structures and short- and long-term incentive plans. * Align programs with the total rewards strategy and business ...

Rehlko, LLC

Executive Compensation Manager

Milwaukee, WI · Hybrid

$98K - $152K/yr

The Executive Compensation Manager is responsible for the design support, administration, governance, analytics, and reporting of executive compensation programs. This role partners closely with ...

Manpower Group

Compensation Specialist

Milwaukee, WI · On-site

Provides counsel and support to management in the application of salary administration policies ... Administers the year-end compensation activities (base pay adjustments and bonus payouts) in ...

ManpowerGroup

Compensation Specialist

Milwaukee, WI

Provides counsel and support to management in the application of salary administration policies ... Administers the year-end compensation activities (base pay adjustments and bonus payouts) in ...

Manpower

Compensation Specialist

Milwaukee, WI

Provides counsel and support to management in the application of salary administration policies ... Administers the year-end compensation activities (base pay adjustments and bonus payouts) in ...

Lesaffre Group

Compensation Analyst

Milwaukee, WI · On-site

By managing multiple priorities with precision and collaboration, you'll play a key role in building a scalable, equitable compensation framework that attracts, retains, and motivates top talent.

Veolia

Compensation Analyst

Milwaukee, WI · On-site

... management services, including water and wastewater treatment, commercial and hazardous waste ... Position Purpose: The Compensation Analyst actively administers all of Veolia North America ...

Lesaffr

Compensation Analyst

Milwaukee, WI · On-site

By managing multiple priorities with precision and collaboration, you'll play a key role in building a scalable, equitable compensation framework that attracts, retains, and motivates top talent.

Generac

Compensation Analyst II

Waukesha, WI · On-site

Collaborate with HR and management to address compensation-related issues. * Ensure compliance with federal, state, and local compensation laws and regulations. * Coordinate salary surveys, analyze ...

Copeland

Executive Compensation Specialist

Cudahy, WI · On-site

Manage the administration of the annual incentive program and multiple equity programs * Benchmark our compensation programs against industry peers and provide insights as appropriate * Support the ...

DR Power LLP

Compensation Analyst II

Waukesha, WI · On-site

Collaborate with HR and management to address compensation-related issues.* Ensure compliance with federal, state, and local compensation laws and regulations.* Coordinate salary surveys, analyze ...

Brady Corporation

Sr. Compensation Analyst

Milwaukee, WI · On-site

$79K - $102K/yr

This role entails managing the annual merit and bonus process in Workday, overseeing compensation structures, conducting in-depth analyses to drive strategic insights, and providing essential support ...

Brady

Sr. Compensation Analyst

Milwaukee, WI · On-site

$79K - $102K/yr

This role entails managing the annual merit and bonus process in Workday, overseeing compensation structures, conducting in-depth analyses to drive strategic insights, and providing essential support ...

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Compensation Manager information

See Milwaukee, WI salary details

$35K

$113K

$167K

How much do compensation manager jobs pay per year?

As of Sep 12, 2026, the average yearly pay for compensation manager in Milwaukee, WI is $113,037.00, according to ZipRecruiter salary data. Most workers in this role earn between $94,600.00 and $130,500.00 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 Milwaukee, WI?

The most popular types of Compensation jobs in Milwaukee, WI are:

What are popular job titles related to Compensation Manager jobs in Milwaukee, WI?

For Compensation Manager jobs in Milwaukee, WI, the most frequently searched job titles are:

What job categories do people searching Compensation Manager jobs in Milwaukee, WI look for?

The top searched job categories for Compensation Manager jobs in Milwaukee, WI are:

What cities near Milwaukee, WI are hiring for Compensation Manager jobs?

Cities near Milwaukee, WI with the most Compensation Manager job openings:

Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Milwaukee, WI as of August 2026, with employment types broken down into 86% Full Time, 12% Part Time, and 2% Contract. Highlights an 84% Physical, 2% Hybrid, and 14% Remote job distribution, with an average salary of $113,037 per year, or $54.3 per hour.

Compensation Manager

Waukesha, WI • On-site

Generac Power Systems, Inc.
Electrical Equipment, Appliance, and Component Manufacturing • 5 - 10K employees
Learn more about Generac Power Systems, Inc.external

Full-time

Re-posted 22 days ago

Job description

We believe power is a promise - a shared commitment to be there for others when it matters most.
For more than 65 years, we've turned big ideas into solutions that help protect homes, strengthen businesses and build a more resilient, efficient, sustainable energy future.
Ready to Power a Smarter World with us?
Leads the design, implementation, and administration of global compensation programs that attract, motivate, and retain talent while ensuring alignment with business strategy, market competitiveness, and regulatory compliance across geographies. Acts as a strategic advisor and subject matter expert, partnering with HR, Finance, HR Business Partners, HR Technology, Talent Acquisition, and business leaders to drive consistent and effective compensation practices across regions.
Major Responsibilities
Global Compensation Strategy & Programs
  • Design, implement, and manage compensation programs, including base salary structures and short- and long-term incentive plans.
  • Align programs with the total rewards strategy and business objectives.
  • Ensure balance between global consistency and local market requirements.

Compensation Consulting & Advisory
  • Serve as a primary advisor to HR Business Partners and business leaders on pay decisions, offer strategy, job leveling and evaluation, internal equity, and market competitiveness.
  • Interpret compensation policies and provide governance guidance.

Market Pricing & Pay Structures
  • Lead benchmarking, survey participation, and market analysis.
  • Develop and maintain salary structures, ranges, and geographic differentials.
  • Provide actionable insights into market competitiveness and pay positioning.

Compensation Cycles
  • Lead key annual processes, including merit planning cycles, bonus planning and payout, and equity administration.
  • Ensure accurate execution through partnership with HRIS and Finance.
  • Deliver day-to-day support including job evaluations and pay administration.

Governance & Compliance
  • Ensure compliance with global and local compensation regulations, including pay transparency, labor laws, and employment standards.
  • Support pay equity analysis, audits, and regulatory reporting.

Job Architecture & Data Integrity
  • Maintain and enhance job architecture including job families, levels, and profiles.
  • Ensure the integrity of compensation data within systems such as Workday and BetterComp.
  • Support alignment of job structures to compensation frameworks.

Strategic Initiatives
  • Lead or contribute to enterprise initiatives, including global compensation harmonization, incentive plan design and optimization, and M&A due diligence and integration.
  • Support evolution of global compensation operating model and governance.

Minimum Job Requirements
Education
Bachelor's degree (or equivalent knowledge) in Human Resources or a related field.
Certification / License
None required.
Work Experience
Eight (8) years of compensation experience in a centralized compensation department.
Experience delivering both compliance-based and consultative compensation solutions to internal clients.
Experience using HR technology platforms such as Workday (preferred), Oracle Cloud HR, or SAP SuccessFactors.
Experience using compensation administration software such as BetterComp, CompAnalyst or MarketPay.
Scope & Impact
Influences compensation outcomes across business groups and geographies.
Owns complex compensation programs and frameworks.
Operates within a centralized global model with regional alignment.
Acts as a key contributor to enterprise-wide Total Rewards strategy.
Knowledge / Skills / Abilities
Deep expertise in compensation design, governance, and market practices.
Strong analytical and problem-solving skills, with the ability to interpret complex data and translate insights into action.
Knowledge of global compensation regulations and frameworks.
Ability to influence decision-making in a matrixed organization.
Strong stakeholder management and communication skills.
Experience with HRIS (e.g., Workday) and compensation tools.
Demonstrated ability to lead through influence, expertise, and sound judgment.
Demonstrated success leading cross-functional and global initiatives.
Ability to provide strategic recommendations to senior leaders grounded in data, market insights, and business context.
Balances strategy development with hands-on execution.
Preferred Job Requirements
Education
Master's degree in Human Resources, Business Administration, Finance, or a related field.
Certification / License
Certified Compensation Professional (CCP) issued by WorldatWork, SHRM-CP or SHRM-SCP issued by SHRM, or Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) issued by HRCI.
Work Experience
Global compensation experience across the Americas, EMEA, and APAC.
Knowledge / Skills / Abilities
Demonstrated ability to navigate global compensation frameworks and regulatory considerations across Americas, EMEA, and APAC.
Physical Requirements and Working Conditions
Office Environment (Includes field sales):
While performing the duties of this job, the employee is regularly required to talk, hear, and use hands to handle objects or controls. The employee is also regularly required to stand and walk. Occasionally, the incumbent may be required to stoop, bend, or reach above the shoulders. The employee must occasionally lift up to 25 pounds. Working conditions are typical of frequent and continuous computer-based work and require extended periods of sitting, close vision, and the ability to adjust focus. Occasional travel is required.
DISCLAIMER
All responsibilities and requirements are subject to possible modification to reasonably accommodate individuals with disabilities.
This job description in no way states or implies that these are the only responsibilities to be performed by an employee occupying this job or position.
"We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, national origin, disability status, protected veteran status, or any other characteristic protected by law."

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