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Compensation Manager Jobs in Riverview, FL (NOW HIRING)

Acrisure

Workers Compensation Supervisor

Bradenton, FL · On-site +1

Oversee litigation management, vendor utilization, and cost containment strategies to achieve ... Strong knowledge of workers' compensation laws, claims administration, litigation management ...

Manatee County, FL

Compensation Analyst

Bradenton, FL · On-site

$58K - $93K/yr

Develops and participates in market surveys and compensation studies; analyzes and interprets ... Assists managers in updating and writing accurate and complete s. Conducts job evaluation reviews ...

L'Oreal

Analyst - Compensation

Tampa, FL · On-site

Supporting the management and maintenance of compensation system tools to ensure accurate and timely data entry, extraction, and reporting in support of key compensation cycles. * Completing salary ...

USAA

Compensation Advisor Lead

Tampa, FL · On-site +1

Partners with HR Business Partners regarding administration and management of compensation programs. We offer a flexible work environment that requires an individual to be in the office 4 days per ...

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All JobsCompensation JobsCompensation Manager JobsCompensation Manager Jobs in Riverview, FL

Compensation Manager information

See Riverview, FL salary details

$31.7K

$102.3K

$151.2K

How much do compensation manager jobs pay per year?

As of Aug 11, 2026, the average yearly pay for compensation manager in Riverview, FL is $102,329.00, according to ZipRecruiter salary data. Most workers in this role earn between $85,600.00 and $118,200.00 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 job categories do people searching Compensation Manager jobs in Riverview, FL look for? The top searched job categories for Compensation Manager jobs in Riverview, FL are:
What cities near Riverview, FL are hiring for Compensation Manager jobs? Cities near Riverview, FL with the most Compensation Manager job openings:
Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Riverview, FL as of August 2026, with employment types broken down into 1% As Needed, 88% Full Time, 10% Part Time, and 1% Contract. Highlights an 93% Physical, 3% Hybrid, and 4% Remote job distribution, with an average salary of $102,329 per year, or $49.2 per hour.

Total Rewards Sr Manager (Compensation)

General Dynamics Ordnance & Tactical Systems

Saint Petersburg, FL

Full-time

Medical, Life, Retirement

Re-posted 10 days ago

Job description

Company Overview

General Dynamics Ordnance and Tactical Systems (OTS) is a global leader in the design, engineering and production of munitions, energetics, weapons, armaments, and missile subsystems around the world. OTS empowers the U.S. military and its allies with an extensive range of overarching product segments applied across all levels of strategic and tactical operations, providing a cutting-edge advantage to our warfighters. Our Ethos of Honesty, Trust, Transparency, and Alignment, are the guiding principles that form the foundation of everything we do. Integrity is paramount, innovation fuels our passion, customer satisfaction is at the core of our mission, and collaboration is key to our success - fostering a culture of teamwork and mutual respect among employees, partners, and stakeholders. Whether you're just starting out on your career journey or are an experienced professional, we offer a robust total rewards package that goes above and beyond with compensation; healthcare, wellness, retirement, and work/life benefits that include career development and recognition programs. If who we are and what we do resonates with you, we invite you to join our high-performance team!

Job SummaryPlans, designs, evaluates and administers employee compensation and benefit programs such as salaries, short- and long-term incentives, job evaluations, performance appraisals, retirement plans, and life, health and disability insuranceImpact of the RoleGeneral Profile
  • Requires specialized depth and/or breadth of expertise in own job discipline or field
  • Uses advanced techniques, theories, and processes to complete work
  • Leads others to solve complex problems
  • Works independently, with guidance in only the most complex situations
  • May lead functional teams or projects
  • Consistent exercise of discretion & judgment
Functional Leadership
  • Contributes to the professional/technical direction and strategic decisions for own function
  • Translates and implements functional policies and programs
  • May have responsibility for own function at a site
  • Has responsibility for the function and reports to the site/ SBU head (and/ or to a Home Office functional leader).
Essential Functions

  • Plans and directs compensation, benefits or wellness policies, objectives, and initiatives.  

  • Engages in high-level strategic planning of total rewards programs designed to attract and retain employees.  

  • Ensures total rewards programs remain within budgetary constraints and align with organizational goals.  

  • Monitors trends, provides recommendations, and suggests initiatives.  

  • Consults with legal and financial professionals to ensure compliant and financially sound programs.  

  • Evaluates vendors, negotiates and completes contracts. 

Additional Responsibilities
  • Administers compensation programs, including salaries, incentives, job evaluations, and surveys.
  • Calculates pay for new hires and employee changes.
  • Maintains records and ensures compliance with tax, securities, and regulatory requirements.
  • May support executive, sales, international compensation, and ESG-related program needs.
Required Qualifications
  • Required education and experience: Associate's Degree and 8-10 years' experience OR Equivalent Combination of Relevant Education &/or Experience
  • Critical professional related technical skills; computer skills: Proficient in Microsoft Office (Excel, Word, PowerPoint)
Preferred Qualifications
  • Preferred education and experience: Bachelor's Degree
  • Discipline/Major: Business or Human Resources degree preferred.
  • Certifications: SHRM-CP, SHRM-SCP, PHR or SPHR certification preferred 
  • Knowledge, skills & abilities: Compensation & Benefits. Learning and Development. Budget Administration. Executive Compensation. Health & Welfare Benefits. HR Regulatory Environment & Compliance. Employee Training. Incentive Programs. Retirement Benefits. Vendor Management. Work Life Programs. Benefits Program Design. Compensation Program Design. Benefits Administration Software. Compensation Management Software. 
Physical Requirements
  • Must be able to remain in a stationary position at a desk and/or computer for extended periods of time.
  • Work primarily in a climate-controlled environment with minimal safety/health hazard potential.
Travel RequirementsUp to 25% travel likely._____________________________

The above statements describe the general nature and level of work only. The statements do not represent an exhaustive list of required responsibilities and skills. Other duties may be added or this job description may be amended at any time. This job description does not alter an employee's at-will employment status or create an employment agreement or contract, implied or otherwise.

Employment Type: FULL_TIME

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