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Compensation Manager Jobs in Seattle, WA (NOW HIRING)

Wsgr

Compensation Analyst

Seattle, WA · Hybrid

The Compensation Analyst will partner with the Compensation Manager and Director of HR Operations in administering the firm's compensation programs and processes. This position will be the primary ...

Chewy

Senior Executive Compensation Manager

Bellevue, WA · Hybrid

$118K - $189K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Chewy is hiring a Senior Executive Compensation Manager to join our Executive Compensation Team. We are looking for a compensation professional to support the strategic direction and operational ...

Axon

Manager, Equity Compensation

Seattle, WA · On-site

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

As a Manager of Equity Compensation, you will report directly to the Senior Director - Head of Financial Reporting & Equity and will interface extensively with the following teams: People Operations ...

Axon

Manager, Equity Compensation

Seattle, WA

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

As a Manager of Equity Compensation, you will report directly to the Senior Director - Head of Financial Reporting & Equity and will interface extensively with the following teams: People Operations ...

Meta

Executive and Equity Compensation Manager

Seattle, WA · On-site +1

$230K/yr

Meta is seeking an experienced, highly motivated, curious compensation manager who will build and implement strategic, competitive, and data-driven equity and executive compensation solutions.In this ...

City of Seattle

Senior Compensation Consultant

Seattle, WA

$55.19 - $64.25/hr

  • Medical

  • Dental

  • Vision

  • Life

  • PTO

Bachelor's Degree in Human Resource Management, Business or Public Administration, Social Sciences, or a related field Three years in compensation analysis, classification and compensation ...

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Compensation Manager information

See Seattle, WA salary details

$40.4K

$130.6K

$193K

How much do compensation manager jobs pay per year?

As of Aug 13, 2026, the average yearly pay for compensation manager in Seattle, WA is $130,640.00, according to ZipRecruiter salary data. Most workers in this role earn between $109,300.00 and $150,900.00 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 Seattle, WA? The most popular types of Compensation jobs in Seattle, WA are:
What are popular job titles related to Compensation Manager jobs in Seattle, WA? For Compensation Manager jobs in Seattle, WA, the most frequently searched job titles are:
What job categories do people searching Compensation Manager jobs in Seattle, WA look for? The top searched job categories for Compensation Manager jobs in Seattle, WA are:
What cities near Seattle, WA are hiring for Compensation Manager jobs? Cities near Seattle, WA with the most Compensation Manager job openings:
Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Seattle, WA as of August 2026, with employment types broken down into 98% Full Time, and 2% Contract. Highlights an 84% In-person, 5% Hybrid, and 11% Remote job distribution, with an average salary of $130,640 per year, or $62.8 per hour.

Sr. Compensation Strategy Manager

The Pokémon Company International

Bellevue, WA • On-site

Full-time

Medical, Life, Retirement, PTO

Posted 29 days ago

Job description

Get to know The Pokémon Company International
The Pokémon Company International manages the Pokémon property outside of Asia and is responsible for brand management, licensing and marketing, the Pokémon Trading Card Game, the animated TV series, home entertainment, and the official Pokémon website. Pokémon was launched in Japan in 1996 and today is one of the most popular children's entertainment properties in the world.
Learn more online at corporate.pokemon.com and pokemon.com.
Why This Role is Special
At The Pokémon Company International, executive compensation is a critical strategic lever. As the Sr. Enterprise and Executive Compensation Manager, this role will independently own complex, high-stakes work from concept through execution while shaping how executive rewards reinforce performance, leadership expectations, and business outcomes.
The Sr. Enterprise and Executive Compensation Manager is a senior individual contributor who serves as a trusted advisor of executive compensation programs aligned with the business strategy, performance outcomes, and leadership priorities. This role will lead:
  • Enterprise-wide program design, governance & compliance
  • Market intelligence & analytics
  • Executive cycles & transactions
  • Enterprise alignment & stakeholder Influence

Without relying on formal authority, this role will offer the opportunity to influence senior leaders and cross-functional partners through expertise, credibility, and sound judgment. This work will strengthen decision quality, governance, and alignment as part of a purpose-driven organization that values collaboration, accountability, and long-term impact while delivering joy to millions of fans worldwide.
What you'll Do
Program Design, Governance & Compliance
  • Plan and deliver executive and enterprise compensation program work within a 1-2 year horizon, by anticipating business, talent, performance, and governance needs.
  • Design, administer, and iterate on executive and enterprise compensation programs (base salary, annual incentives, long-term incentives, deferred compensation, and perks) aligned with company strategy and pay-for-performance principles.
  • Apply enterprise systems thinking to ensure executive compensation programs integrate coherently with broader compensation architecture, including job levels, pay structures, incentive frameworks, and career progression models.
  • Identify opportunities to improve program effectiveness, governance rigor, and alignment between performance outcomes and reward strengthening long-term sustainability.
  • Ensure compliance with regulatory, accounting, and internal governance requirements (including IRS Section 409A), partnering with Legal, Finance, Accounting, and Tax to assess implications and mitigate risk.
  • Own preparation of executive-ready materials for leadership and governance forums.

Market Intelligence & Analytics
  • Conduct executive market pricing using reputable surveys and peer benchmarking; maintain and evolve survey strategy, peer groups, and executive salary structures.
  • Build and own advanced models and scenario analyses evaluating pay mix, incentive outcomes, performance metric calibration, affordability, and cost or risk under multiple business conditions.
  • Analyze enterprise compensation data to assess downstream impacts of executive compensation decisions on internal equity, pay compression, talent differentiation, and sustainability.
  • Monitor governance developments, regulatory changes, and proxy advisor trends; translate insights into practical, data-backed recommendations that improve plan design, disclosures, and decision quality.

Executive Cycles & Transactions
  • Accountable for end-to-end delivery of executive compensation administration across all cycles (mid-year, year-end, and off-cycle), including merit, incentive calculations, performance-linked payouts, promotions, and approvals.
  • Partner with Talent Development, HR Business Partners, and business leaders to ensure executive goal-setting, performance outcomes, and incentive results are aligned, documented, and consistent.
  • Support executive offers, retention arrangements, and transitions (lateral, promotional, or restructuring).
  • Maintain audit-ready documentation supporting executive compensation decisions; partner with HRIS to ensure data accuracy, process integrity, and strong controls

Enterprise Alignment & Stakeholder Influence
  • Serve as a trusted advisor by developing clear recommendations on executive and enterprise compensation decisions, balancing strategy, performance outcomes, governance, affordability, and risk.
  • Ensure executive pay-for-performance frameworks are logical with enterprise performance management and incentive principles.
  • Assess downstream impacts of executive compensation decisions on employee experience, engagement, governance scrutiny, and organizational credibility.
  • Collaborate with Total Rewards leadership and cross-functional partners to align executive compensation strategy with broader enterprise initiatives, including compensation architecture, incentive redesign, and pay equity efforts.
  • Draft concise, leader-ready narratives and visuals that clearly articulate recommendations, trade-offs, risks, and alternatives.
  • Manage external compensation advisors while retaining internal ownership of analysis, recommendations, and decision quality.

Success Requires
  • Deep expertise in executive compensation, combined with the ability to think holistically about compensation as an interconnected enterprise system.
  • Strong understanding of how compensation philosophy, performance management, incentive design, job architecture, and governance work together to support business outcomes at all levels.
  • Exceptional analytical rigor, attention to detail, and personal accountability for outcomes.
  • Proven judgment balancing executive-level discretion with enterprise fairness, scalability, and long-term sustainability.
  • Ability to synthesize complex information into clear, compelling, executive-ready insights and recommendations.
  • Discretion, resilience, and effectiveness in a fast-paced, high-stakes environment

What You'll Bring
Experience: 8-11 years of compensation experience required with deep executive compensation exposure in a private-company environment (in-house or consulting) supporting executive performance, incentive calibration, and C-suite decision processes. 10-12 years preferred.
  • Technical depth: Advanced Excel and financial modeling skills; strong pay-for-performance analytics, incentive mechanics, performance metric calibration, and working knowledge of Section 409A and executive compensation governance.
  • Ownership & judgment: Proven ownership of executive compensation outcomes end-to-end, exercising sound judgment in ambiguity, evaluating trade-offs, and delivering error-free results under tight timelines.
  • Communication & influence: Demonstrated ability to advise senior leaders with confidence, discretion, and credibility, crafting executive-ready materials that drive clear decisions.
  • Tools & systems: Experience with HRIS (e.g., Workday), executive compensation survey platforms, and administration tools (e.g., BetterComp). Comfort partnering on system enablement, data flows, and reporting.
  • Education: Bachelor's degree in Finance, Economics, Accounting, Analytics, HR, or related field; CCP/CECP preferred.

Base Salary Range: For this role, new hires generally start between $116,000.00 - $154,000.00 per year. The full range is $116,000.00 - $209.000.00 per year. This range is applicable for the labor market where the role is intended to be hired. The final base salary is directly related to the candidate's qualifications and professional experience uniquely.
#LI-Hybrid #LI-MK1
How you'll be successful
  • Passion for Pokémon: Develops an understanding of the Pokémon brand, the impact it has on our people, culture, business, fans, and communities, and applying that knowledge and passion to everything you do.
  • Challenging the Expected: Approaches challenges with curiosity and creativity, embracing the possibility of failure as an opportunity to learn something new, develop innovative ideas, solve complex problems and identify unique opportunities.
  • Integrity and Respect: Demonstrates integrity and respect by leading with empathy, listening to others, seeking out different perspectives, and taking personal responsibility for decisions, actions, and results.
  • Dedicated to Quality: Takes ownership to maintain and promote high standards, looks for new ways to learn and improve, and embraces a growth mindset to seek and apply feedback from others in an effort to continuously improve.
  • Building Relationships: Develops and strengthens relationships, adopting a "team first" mentality and working collaboratively to solve problems and meet shared goals.
  • Delighting Customers: Listens and understands the interests and needs of our customers and stakeholders, making them feel heard and important, and embracing these learnings to continue delivering a unique Pokémon experience.

What to expect
  • An innovative culture driven by impact, delivering meaningful outcomes.
  • Company events that celebrate the spirit of Pokémon.
  • Competitive cash-based compensation programs.
  • 100% employer-paid healthcare premiums for you.
  • Generous paid family leave.
  • Employer-paid life insurance.
  • Employer-paid long and short-term income protection insurance.
  • US Employees: 401k Employer Matching.
  • UK/IRE/MX Employees: Pension Employer Contributions.
  • Fitness reimbursement.
  • Commuter benefit.
  • LinkedIn learning.
  • Comprehensive relocation package for certain roles.
  • Hybrid work environment.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this role. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required. Employees may be required to perform duties outside of their normal responsibilities from time to time, as needed. For roles in the United Kingdom, candidates will need the right to work. In some cases, and for some roles, the Company may be able to arrange a visa. For roles in Ireland, this role requires candidates to have the right to live and work in the Republic of Ireland. However, we welcome applications from all nationalities and may consider supporting an employment permit application, in appropriate and suitable cases.
The Pokémon Company International is committed to the inclusion of all qualified applicants for consideration in our job application process. If you require reasonable accommodation to complete a job application, pre-employment testing, or a job interview, or to otherwise participate in the hiring process, please contact the Talent Acquisition team at accommodationrequest_ta@pokemon.com.

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