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Compensation Manager Jobs in Raleigh, NC (NOW HIRING)

SAS

Director, Sales Incentive Compensation

Cary, NC · On-site

Excellent communication and stakeholder management skills. * Equivalent combination of related ... Deep expertise in incentive compensation strategy, design, governance and operations. * Strong ...

New

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.

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 Sep 7, 2026, the average yearly pay for compensation manager in Raleigh, NC is $111,521.00, 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 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 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 August 2026, with employment types broken down into 86% Full Time, 12% Part Time, and 2% Contract. Highlights an 83% Physical, 2% Hybrid, and 15% Remote job distribution, with an average salary of $101,430 per year, or $48.8 per hour.

Director, Sales Incentive Compensation

SAS

Cary, NC • On-site

Full-time

Medical, Dental, Vision

Posted 3 days ago

New

Job description

Director, Global Sales Incentive Compensation - Hybrid, Cary, North Carolina 

We’re a leader in data and AI. Through our software and services, we inspire customers around the world to transform data into intelligence - and questions into answers. 

If you're looking for a dynamic, fulfilling career with flexibility and a world-class employee experience, you'll find it here. We're recognized around the world for our inclusive, meaningful culture and innovative technologies by organizations like Fast Company, Forbes, Newsweek and more. 

About the job 

The Director, Global Sales Incentive Compensation provides strategic leadership for the design, governance, operation and evolution of the organization’s global sales incentive compensation programs. 

Operating at the intersection of Sales, Finance, HR, Legal and Revenue Operations, the Director acts as a trusted adviser to senior leadership, translating commercial strategy into incentive programs that drive the right behaviors and business outcomes while remaining financially responsible, scalable and operationally effective. 

Success requires more than deep compensation expertise.

The Director must combine strategic thinking and commercial judgement with the ability to build trusted relationships, influence senior stakeholders, resolve conflict, lead significant transformation and ensure operational excellence. 

As a Director, Global Sales Incentive Compensation you will: 

  • Design and lead global sales incentive compensation strategies that align with business goals, revenue growth objectives, and desired sales behaviors.  

  • Develop and evolve annual incentive plans, including performance measures, pay mix, quotas, thresholds, accelerators, and crediting methodologies.  

  • Evaluate plan effectiveness using data, market insights, and commercial judgment to optimize performance, control costs, and drive business outcomes.  

  • Serve as a trusted advisor to senior executives across Sales, Finance, HR, Legal, and Revenue Operations, providing strategic guidance on compensation decisions.  

  • Lead cross-functional alignment and resolve complex compensation challenges while balancing business needs, fairness, compliance, and operational simplicity.  

  • Oversee governance, compliance, and the end-to-end sales compensation lifecycle, ensuring plans are scalable, transparent, auditable, and operationally sound.  

  • Drive continuous improvement through process standardization, automation, and risk reduction to enhance the experience for sellers and administrators.  

  • Define and execute the technology strategy for Sales Incentive Compensation, including large-scale system implementations, transformations, and optimization initiatives.  

  • Leverage analytics, automation, and emerging technologies to improve compensation accuracy, efficiency, insights, and decision-making.  

  • Lead and develop a high-performing global team while guiding organizational change related to compensation strategy, processes, and technology. 

  • Embrace curiosity, passion, authenticity and accountability. These are our values and influence everything we do. 

Required qualifications 

  • Bachelor's degree in Business, Finance, Economics, Accounting, Human Resources, or a related discipline. 

  • 10+ years of progressive experience in sales compensation, sales operations, revenue operations, finance, or related business functions. 

  • Experience leading global sales compensation or incentive programs in a complex, multi-regional organization. 

  • Demonstrated success partnering with senior and executive leaders on strategic business initiatives. 

  • Experience leading and developing high-performing teams. 

  • Strong analytical, financial, and problem-solving skills. 

  • Excellent communication and stakeholder management skills. 

  • Equivalent combination of related education, training and experience may be considered in place of the above qualifications. 

Additional competencies, knowledge and skills 

  • Leading Change - Driving organizational and cultural changes needed to achieve strategic objectives; catalyzing new approaches to improve results by transforming organizational culture, systems, or products/services; helping others overcome resistance to change. 

  • Creating a Culture of Trust - Fostering a work environment that encourages people to act with integrity and treat each other and their ideas with respect; creating and protecting a high-trust environment by setting an example, advocating for others in the face of challenges, removing barriers to trust, and rewarding others for demonstrating behaviors that cultivate trust. Provides feedback both reinforcing and constructive regarding the behaviors of his/her managers. 

  • Courage - Proactively confronting difficult issues; making valiant choices and taking bold action in the face of opposition 

  • Deep expertise in incentive compensation strategy, design, governance and operations. 

  • Strong strategic and commercial thinking, connecting compensation investment to seller behavior and business outcomes. 

  • Demonstrable experience successfully implementing or transforming a major Sales Performance Management or Incentive Compensation Management platform. 

  • Experience operating within complex, global and matrixed organizations. 

  • Strong analytical capability and the ability to use data and financial modelling to support decisions. 

  • Experience leading significant organizational and process change. 

World-class benefits  

Highlights include... 

  • Comprehensive medical, prescription, dental and vision plans. 

  • Medical plan options include:  

  • PPO with low annual deductible and copays. 

    Apply