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Compensation Manager Jobs in Portland, OR (NOW HIRING)

ATD Technology LLC

Compensation Analyst

Portland, OR · On-site

Ability to manage small projects from concept to implementation. Can take a set of requirements to ... The Compensation Analyst provides professional-level assistance in the development, installation ...

Pride Health

Compensation Analyst

Portland, OR · On-site

$30/hr

This role partners with HR Business Partners and managers to ensure equitable pay practices, accurate job classifications, and compliance with compensation policies. Key Responsibilities: * Conduct ...

Legacy Health

Compensation Systems Analyst

Portland, OR · On-site

$43.11 - $64.22/hr

This role supports core compensation operations by managing system configuration, validating data outputs, and ensuring consistency across job codes, pay structures, and downstream processes. The ...

transpak

Workers' Compensation Specialist

San Jose, CA · On-site

$40K - $70K/yr

Manage the full lifecycle of workers' compensation claims from initial injury reporting through claim closure. * Ensure timely and accurate reporting of workplace injuries to insurance carriers ...

Ogletree Deakins

Sr. Compensation Analyst

Portland, OR · 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 ...

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All JobsCompensation JobsCompensation Manager JobsCompensation Manager Jobs in Portland, OR

Compensation Manager information

See Portland, OR salary details

$37.6K

$121.7K

$179.8K

How much do compensation manager jobs pay per year?

As of Aug 12, 2026, the average yearly pay for compensation manager in Portland, OR is $121,672.00, according to ZipRecruiter salary data. Most workers in this role earn between $101,800.00 and $140,500.00 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 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 Portland, OR? The most popular types of Compensation jobs in Portland, OR are:
What are popular job titles related to Compensation Manager jobs in Portland, OR? For Compensation Manager jobs in Portland, OR, the most frequently searched job titles are:
What job categories do people searching Compensation Manager jobs in Portland, OR look for? The top searched job categories for Compensation Manager jobs in Portland, OR are:
What cities near Portland, OR are hiring for Compensation Manager jobs? Cities near Portland, OR with the most Compensation Manager job openings:
Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Portland, OR as of August 2026, with employment types broken down into 1% As Needed, 84% Full Time, 14% Part Time, and 1% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $121,672 per year, or $58.5 per hour.

Compensation Analyst

ATD Technology LLC

Portland, OR • On-site

Contractor

Posted 22 days ago

Job description

Description:

8-5 with lunch. Flexibility available

  • Bachelors in Human Resources or related field (or equivalency in Education/ Experience/ Training)
  • Two years of HR administration experience
  • Preferred: Experience in compensation administration related activities and Experience with union contracts
  • Knowledge of HR principles and practices
  • Knowledge and experience with compensation programs/principle such as classifications, salary surveys, compensation structures, etc
  • Ability to handle superior level of confidentiality concerning employee information.
  • Intermediate level experience with Excel
  • Ability to manage small projects from concept to implementation. Can take a set of requirements to define and scope a project, develop a plan, implement the plan and then bring closure to the project through a review.

The Compensation Analyst provides professional-level assistance in the development, installation, cost analysis, and administration of the OHSU compensation program. This includes job analysis and design, job classification review, workforce management, systems support and development, and maintenance of compensation tools and documentation.

This position works closely with HR Business Partners and HR staff by serving as a compensation resource for the interpretation, application, and administration of internal and external compensation-related policies and guidelines.

  1. Compensation Consultation, Review and Analysis –
    a. Consults with managers and HR staff in creating and/or revising position descriptions. In some cases, requires writing draft position description as a starting point.
    b. With support from senior team members, recommends classifications and salary grades for new and revised positions. This requires research of available market data or internal sources to create a new classification and grade assignment.
    c. Provides guidance and consultation to HR partners on actual pay consideration; may be related to new hire offers, job reclassification, internal development, equity, merit or other considerations. Requires knowledge and familiarity with structure, equity and compa-ratio analysis.
    d. Provides support to HR and management staff concerning interpretation of compensation practices and guidelines.
  2. Compensation Administration
    a. Responsible for accurate review and timely processing of requests requiring compensation approval or oversight, e.g., new positions, reclassification requests, special pay changes, one-time payments, HRIS/Compensation Audits.
    b. Serves as a technical resource for compensation-related policy and guidelines. Includes providing accurate and timely consultation to managers and employees regarding internal guidelines, e.g., utilization of research rank, AFSCME classifications, general contract language and application, external (e.g., BOLI, FLSA) compliance requirements, etc.
    c. Compensation related data input, including initial position and job creation in HRIS, position number changes, and maintenance of compensation plan and classification specifications on HR website.
  3. Product/Systems Maintenance and Development
    a. Actively participates in ongoing review of compensation processes, policies and tools. This includes assisting with the management of job documentation, job descriptions, databases and tables related to job codes, salary grades, etc.
    b. Develops as needed, ad hoc reports or downloads related to compensation activities and analyses.
    c. Participates in activities related to Oracle improvements and maintenance. Serves as a compensation content point of contact related to system applications and needs.
  4. Compensation Project/Process Support
    a. Supports and in some cases, may lead an assigned compensation project or process coordination effort. Examples include, but are not limited to:
    i. Annual Merit Administration Process
    ii. Across the Board Annual Increases
    iii. Collective bargaining implementation
    iv. Salary Structure Adjustments (Classified and Non-classified)
    v. NOA creation

ATD Technology, LLC is a certified minority woman owned business that creates opportunities to match qualified job seekers with our client programs while meeting all parties’ financial needs and technical goals. ATD is a full service provider with offerings in Contract, Permanent and Temp-to-Perm staffing solutions. We serve Fortune 1000, mid cap and small cap companies in the Commercial, Private, Public and Government sectors across North America.

ATD Technology, LLC is a certified minority woman owned business that creates opportunities to match qualified individuals with client programs while meeting all parties' financial and technical goals. ATD is a full service provider with offerings in Contract, Permanent and Temp-to-Perm staffing solutions. We serve Fortune 1000, mid cap and small cap companies in the Commercial, Public and Government sectors.