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Compensation Manager Jobs in Naperville, IL (NOW HIRING)

James Hardie

Compensation Manager

Chicago, IL

We are seeking an experienced Compensation Manager to support a complex, evolving workforce across manufacturing, sales and corporate environments. The role is highly analytical and technical, with ...

Stefanini

Compensation Manager

Chicago, IL · On-site

Stefanini is looking for a Compensation Manager in Chicago, IL (Hybrid) For quick apply, please reach out to Johvie Cuan Call: +1 / Email: Open for W2 candidates only! Work Location : 200 E Randolph ...

Stefanini

Compensation Manager

Chicago, IL · On-site

Stefanini is looking for a Compensation Manager in Chicago, IL (Hybrid) For quick apply, please reach out to Johvie Cuan Call: +1 (248) 582-6508 / Email: Johvie.Cuan@stefanini.com Open for W2 ...

NorthShore

Program Manager, Compensation

Warrenville, IL · On-site

$46.79 - $72.52/hr

Program Manager, Compensation The Program Manager, Compensation is responsible for the oversight, administration, and continuous improvement of the organization's compensation structures and programs.

Marmon

Compensation & HRIS Manager

Chicago, IL · On-site +1

$145K/yr

Compensation & HRIS Manager Chicago, Illinois Full-Time UTLX / Union Tank Car Company As a part of the global industrial organization Marmon Holdings-which is backed by Berkshire Hathaway-you'll be ...

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Compensation Manager information

See Naperville, IL salary details

$35.4K

$114.6K

$169.2K

How much do compensation manager jobs pay per year?

As of Jul 30, 2026, the average yearly pay for compensation manager in Naperville, IL is $114,559.00, according to ZipRecruiter salary data. Most workers in this role earn between $95,900.00 and $132,300.00 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 does a compensation manager do?

A compensation manager develops and manages salary structures, incentive programs, and benefits to ensure competitive and equitable pay practices within an organization. They analyze market data, ensure compliance with regulations, and collaborate with HR and finance teams to align compensation strategies with company goals. Strong analytical skills and knowledge of compensation software are essential for this role.

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 jobs pay $500,000 a year in the US?

In the US, Compensation Managers typically do not earn $500,000 annually; such high salaries are more common in executive roles like CEOs, investment bankers, or specialized surgeons. High-paying positions often require extensive experience, advanced degrees, and leadership responsibilities. Compensation Managers earning this level are rare and usually hold senior executive or consulting roles with bonuses and stock options included.

What are the key skills and qualifications needed to thrive as a Compensation Manager, and why are they important?

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 experience and knowledge of compensation strategies and HR software are also important.

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 Naperville, IL? The most popular types of Compensation jobs in Naperville, IL are:
What job categories do people searching Compensation Manager jobs in Naperville, IL look for? The top searched job categories for Compensation Manager jobs in Naperville, IL are:
What cities near Naperville, IL are hiring for Compensation Manager jobs? Cities near Naperville, IL with the most Compensation Manager job openings:
Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Naperville, IL as of July 2026, with employment types broken down into 1% As Needed, 76% Full Time, 19% Part Time, and 4% Contract. Highlights an 90% Physical, 2% Hybrid, and 8% Remote job distribution, with an average salary of $114,559 per year, or $55.1 per hour.

Compensation Manager

James Hardie

Chicago, IL

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 7 days ago

James Hardie rating

8.2

Company rating: 8.2 out of 10

Based on 38 frontline employees who took The Breakroom Quiz

86th of 536 rated manufacturers

Job description

James Hardie is the industry leader in exterior home and outdoor living solutions, with a portfolio that includes fiber cement, fiber gypsum, composite and PVC decking and railing products. Our family of trusted brands includes Hardie®, TimberTech®, AZEK® Exteriors, Versatex®, fermacell®, and StruXure®.
With over 8,000 employees and our U.S. operating entities headquartered in Chicago, we boast 31 operating sites, 6 recycling facilities, and 6 research and development centers globally. Powered by a dynamic workforce, we’re united by our purpose of Building a Better Future for All™ through sustainable innovation, a Zero Harm culture, and a commitment to empowering our people and communities.
For more information, visit www.jameshardie.com.

Summary

Compensation is an important component of our Total Rewards strategy which focuses on delivering Total Rewards that make us an employer of choice and empower our employees to live their best lives. We are seeking an experienced Compensation Manager to support a complex, evolving workforce across manufacturing, sales and corporate environments. The role is highly analytical and technical, with ownership of core compensation processes rather than people management.

The ideal candidate brings strong market pricing expertise, experience working across multiple employee populations, and comfort operating in a systems-enabled but Excel-heavy environment. Flexibility in approach is critical—this role requires navigating different compensation structures rather than applying a single, rigid framework. You will partner with Human Resources leadership, as well as internal teams in Finance, Legal, HR operations to address business needs, provide guidance and ensure successful outcomes.

What You’ll Do:
  • Manage the annual compensation merit cycle and/or semi-annual promotion cycles for a large segment of the organization.
  • Lead market pricing and job architecture activities across:
    • Hourly and salaried populations
    • Exempt and non-exempt roles
    • Corporate, sales and/or manufacturing functions
  • Conduct in-depth compensation analysis, including:
    • Market benchmarking and pay structure assessments
    • Incentive plan scenario modeling
    • Ad-hoc analysis to support leadership decisions
  • Support bonus and incentive compensation programs.
  • Partner closely with HR and business leaders, including manufacturing stakeholders, to provide compensation guidance and recommendations.
  • Provide operational support for immigration and relocation programs in coordination with third party vendors.
  • Communicate and present compensation decisions clearly, including navigating difficult or sensitive conversations.
  • Contribute to the organization’s expanding global compensation awareness, including pay transparency considerations in Europe.
  • Leverage systems and tools to manage compensation data accurately and efficiently.
  • Experience working with compensation systems is required.
  • Advanced Excel proficiency is essential, including: Pivot tables, VLOOKUP/XLOOKUP, Power Query, data manipulation and translating data into clear narratives
  • Ability to operate effectively in an Excel-driven environment while supporting broader system adoption.
What You’ll Bring:
  • Bachelor's degree, ideally in a qualitative area
  • Approximately 5+ years of compensation experience.
  • Experience supporting employee populations of 2,500–5,000+ employees.
  • Strong U.S. compensation experience required; global exposure or awareness is a strong plus.
  • Demonstrated expertise in:
    • Market pricing
    • Job architecture and evaluation methodologies
    • Compensation analysis across varied job families and pay structures
  • Experience supporting hourly and manufacturing populations is highly valued.
  • The ability to work in a fast-paced environment and manage competing priorities is essential.
  • Ability to operate independently with minimal oversight.
  • Comfortable flexing across compensation philosophies and structures (not tied to a single point-factor or singular A-point approach).
  • Experience in working alongside other experienced compensation professionals, enabling collaboration and customization rather than foundational build-out.
  • Confident owning a function and being accountable for outcomes without direct reports.
  • Clear, thoughtful communicator who can explain and defend compensation decisions.
  • Brings intellectual curiosity, adaptability, and an appreciation that compensation practices vary by geography, workforce, and business needs.
  • Knowledge of human resources and compensation including knowledge of relevant Federal, State, Local laws/regulations relating to compensation
  • Experience in developing compensation structures and pay scales for corporate roles and functions; experience in developing manufacturing pay scales or hourly pay scales.
  • Expertise in financial analysis, statistical analysis, and modeling is required.
  • Business and financial acumen
What You’ll Receive:

As of the date of this posting, a good faith estimate of the current pay scale for this position is $130,000 to $150,000. Placement in the range depends on several factors such as experience, skills, geography and internal equity and may change over time. This position qualifies for benefits and you will be eligible to participate in a bonus plan.

At James Hardie, we recognize that our success depends on our people. We've worked hard to build a generous and competitive benefits program that demonstrates our commitment to our employees.

  • Compensation: competitive salary and bonus eligibility
  • Insurance: day-one health coverage medical, dental, vision, life insurance
  • Paid Time Off: vacation and company holidays
  • Retirement: 401(k) with 6% match
  • Investments: Employee Stock Purchase plan (ESP)
  • Work-Life Balance: parental leave, wellness programs
  • Purpose. Impact. Community: Sustainability Initiatives | James Hardie 

James Hardie Building Products Inc. is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, gender, sex, age, national origin, religion, sexual orientation, gender identity/expression, genetic information, veteran's status, marital status, pregnancy, disability, or any other basis protected by law.
James Hardie will comply with any applicable state and local laws regarding employee leave benefits, including, but not limited to providing time off pursuant to the Colorado Healthy Families and Workplaces Act, in accordance with its plans and policies.
The position responsibilities outlined above are in no way to be construed as all encompassing. Other duties, responsibilities, and qualifications may be required and/or assigned as necessary.

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