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Compensation Manager Jobs in Raleigh, NC (NOW HIRING)

Enviva

Director, Total Rewards

Raleigh, NC

$121K - $166K/yr

Lead, manage, and mentor Compensation, Benefits and Payroll team members. * Other duties as assigned. Qualifications * Bachelor's Degree in Human Resources, Business Administration, or related field.

Iatinsurancegroup

Head of Total Rewards

Raleigh, NC · On-site +1

$121K - $166K/yr

Bachelor's degree in human resource management, business or related field. Master's degree may be preferred or required. Professional Compensation Certification (CCP, CECP, or GRP) or Professional ...

IAT Insurance Group

Head of Total Rewards

Raleigh, NC · On-site

$121K - $166K/yr

Bachelor's degree in human resource management, business or related field. Master's degree may be preferred or required. Professional Compensation Certification (CCP, CECP, or GRP) or Professional ...

Bell Partners

Director of Total Rewards

Raleigh, NC · Hybrid

$121K - $166K/yr

... management system (HRIS, Outsourcing) and work with providers to ensure quality performance of the system and quality service delivery for our associates. * Oversee salary compensation ranges and ...

Enviva

Director, Total Rewards

Raleigh, NC · On-site

$121K - $166K/yr

Lead, manage, and mentor Compensation, Benefits and Payroll team members. * Other duties as assigned. Qualifications * Bachelor's Degree in Human Resources, Business Administration, or related field.

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Compensation Manager information

See Raleigh, NC salary details

$34.5K

$111.5K

$164.8K

How much do compensation manager jobs pay per year?

As of Jul 7, 2026, the average yearly pay for compensation manager in Raleigh, NC is $111,527.00, according to ZipRecruiter salary data. Most workers in this role earn between $93,300.00 and $128,800.00 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 Raleigh, NC? The most popular types of Compensation jobs in Raleigh, NC are:
What are popular job titles related to Compensation Manager jobs in Raleigh, NC? For Compensation Manager jobs in Raleigh, NC, the most frequently searched job titles are:
What job categories do people searching Compensation Manager jobs in Raleigh, NC look for? The top searched job categories for Compensation Manager jobs in Raleigh, NC are:
What cities near Raleigh, NC are hiring for Compensation Manager jobs? Cities near Raleigh, NC with the most Compensation Manager job openings:
Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Raleigh, NC as of July 2026, with employment types broken down into 1% As Needed, 73% Full Time, 21% Part Time, 1% Temporary, and 4% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $111,527 per year, or $53.6 per hour.
SAFETY AND OCCUPATIONAL HEALTH SPECIALIST - 40001834

SAFETY AND OCCUPATIONAL HEALTH SPECIALIST - 40001834

Durham County

Durham, NC • On-site

Full-time

Re-posted 25 days ago

Job description

Join Durham County Government
Durham County Government is home to over 2,000 dedicated professionals working together to deliver essential services that strengthen and support our vibrant, diverse community. As the heart of a fast-growing region, we offer meaningful careers across a wide range of fields-giving you the opportunity to make a real impact where you live, work, grow, and play. Learn more at www.dconc.gov.
DEPARTMENT:
HUMAN RESOURCES
DATE POSTED:
MAY 11, 2026
CLOSING DATE:
OPEN UNTIL FILLED
HIRING RANGE:
$61,041.00 - $82,369.00
POSITION NUMBER:
40001834
JOB TYPE:
FULL-TIME, (37.5 HOURS, EXEMPT)
GENERAL DESCRIPTION:
This position performs difficult analytical and professional work as a member of the Human Resources Department developing County-wide safety programs and safety education, conducting work-site inspections, accident/injury investigations and hazard reduction/elimination activities.
This job is performed under the general supervision of the Safety & Workers' Compensation Manager.
DUTIES AND RESPONSIBILITIES:
The essential functions listed below are those that represent the majority of the time spent working in this position. Management may assign additional functions related to the type of work of the position as necessary.
  • Plans, organizes, and develops risk, safety, and incentive programs and events. Encourages and motivates employees to participate in the County's Safety & Workers' Compensation programs.
  • Consults with all levels of departmental staff in assessing County-wide safety, loss control, and training needs.
  • Prepares and presents, or contracts with others to present, safety training, orientation materials, or any other items such as manuals, videos, booklets, or instructional items for safety training.
  • Advises departments on federal and state safety and occupational health rules and regulations and assists those departments in implementing compliant safety programs.
  • Conducts incident investigations involving injury or damage to property to identify root cause, safety issues, and risk mitigating strategies. Interviews witnesses, reviews police reports, and insurance adjuster reports to determine root cause, liability, and safety and loss control issues.
  • Reviews reports submitted by insurance and loss control consultants to identify necessary corrective actions and subsequently implement those actions.
  • Conducts worksite job safety analysis, administrative and engineering controls, and hazard assessments in all work areas.
  • Reviews claim loss runs and conducts analytical analysis of trends to identify appropriate workers' compensation and safety program needs.
  • Develops and leads a County-wide Safety Committee with membership comprised of managers and supervisors from all County departments.
  • Manages County-wide OSHA recordkeeping program and regulatory compliance.
  • Investigates, evaluates, and negotiates property and casualty claims involving auto liability, general liability, workers compensation, and property damage. Interacts with claimants and coordinates with insurers to respond to claims. Creates and maintains claims files, computerized records, and risk management information system (RMIS) records for all claims and prepares related statistical reports for management.
  • Answers routine questions, directs calls, and explains claim reporting procedures to claimants, employees, and other parties involved in accidents or incidents.
  • Analyzes and produces statistical reports related to accidents, safety and claims, OSHA reports, safety awards, etc. Conducts research to help identify and prevent recurrences of accidents. Creates summary reports to highlight claim activity by multiple categories (i.e., type, location, property damaged) and indicate the overall financial impact.
  • Assists with the gathering and analyzing of data for the purpose of incepting or renewing insurance programs.
  • Provides claims and administrative support to the department.
  • Performs related tasks as required.

KNOWLEDGE, SKILLS, AND ABILITIES:
    • Knowledge of Federal and North Carolina Occupational Safety and Health ( NC OSH) and Environmental Protection Agency (EPA) regulations and reporting requirements, National Fire Protection Association (NFPA) standards, American National Standards Institute (ANSI) standards, National Institute for Occupational Safety and Health (NIOSH) information and recommendations, and general industry safety programs and procedures to recommend or begin initial draft development of safety program policies, programs and procedures, conduct safety training and inspections, identify training needs, and provide advice and guidance concerning safety requirements.
    • Knowledge of precedent decisions applicable to North Carolina local government, general industry, industrial workplace environment, and investigative requirements concerning tort and personal property claims to recommend safety and loss control directives, conduct safety inspections and accident investigations, and provide guidance to managers and employees on safety issues.
    • Knowledge of effective principles, methods and techniques of training development and skills in conducting safety programs to meet the County needs and to evaluate the effectiveness and the results of such programs.
    • Skill in problem solving to select, organize and logically process relevant information (verbal, numerical or abstract) to solve a problem. This includes the ability to recognize subtle aspects of problems, identify relevant information, and make balanced recommendations and decisions. Examples include analysis of construction drawings for life safety issues and accidents for causality, development, or review of training modules, reviewing insurance policies/certificates for adequacy, and developing trend lines from quantitative data on accidents and losses.
    • Skill in oral communication to understand verbal information (facts, instructions, and descriptions) and to express such information verbally so that others will understand, and in certain circumstances, be convinced. This includes explaining workers compensation program procedures, safety program guidelines or accident reporting procedures, coordinating work, providing guidance and training to others (including conducting formal training presentations), and skill in encouraging effective communication by others, such as those involved in accidents.
    • Skill in written communication and ability to understand written information (facts, ideas, and assertions), draw inferences, form hypotheses, and develop logical arguments, and to express such information in writing so that others will understand, and in certain circumstances, be convinced. This includes skill in the review of the written work of others, such as correspondence and management reports, and in the preparation of guidelines.
    • Interpersonal skills to interact with business contacts in a businesslike, customer service-oriented manner.
    • Skill in using a computer and other electronic devices to plan, schedule, communicate, word process, etc., with emphasis on word processing and spreadsheet applications.

MINIMUM EDUCATION AND EXPERIENCE REQUIREMENTS:
Requires any combination of education and experience equivalent to graduation from an accredited college or university with a bachelor's degree in occupational health and safety or a related field and two years of progressively responsible experience in safety.
PHYSICAL DEMANDS:
Physical demands refer to the requirements for physical exertion and coordination of limb and body movement.
    • Performs sedentary work that involves walking or standing some of the time and involves exerting up to 10 pounds of force on a regular and recurring basis or sustained keyboard operations.

UNAVOIDABLE HAZARDS (WORK ENVIRONMENT):
Unavoidable hazards refer to the job conditions that may lead to injury or health hazards even though precautions have been taken.
    • None

SPECIAL CERTIFICATIONS AND LICENSES REQUIREMENTS:
  • A North Carolina Driver's License is required.

AMERICANS WITH DISABILITIES ACT COMPLIANCE:
Durham County is an Equal Opportunity Employer. ADA requires Durham County to provide reasonable accommodations to qualified persons with disabilities. Prospective and current employees are encouraged to discuss ADA accommodations with management.
BACKGROUND CHECK STATEMENT:
This position may be subject to a background check, which could include, but is not limited to, criminal history (employment-related and/or SBI fingerprint-based), credit history, motor vehicle records, educational verification, and checks of the sexual offender registry, depending on the specific requirements of the role. A conviction record does not automatically disqualify an applicant from employment consideration, unless otherwise required by applicable state law.

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