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Compensation Manager Jobs in Walker, LA (NOW HIRING)

Waste Management

Billing Manager

Baton Rouge, LA · On-site

Manages the planning and direction of Billing activities, including the maintenance of the ledger ... Provides input into termination, compensation, and promotion decisions. III. Qualifications A.

Cash Cow - Louisiana

Branch Manager

Baton Rouge, LA · On-site

Branch Manager: The Branch Manager is responsible for the overall performance of the branch ... Competitive hourly compensation + bonus potential * Majority company paid Health, Dental and Vision ...

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All JobsCompensation JobsCompensation Manager JobsCompensation Manager Jobs in Walker, LA

Compensation Manager information

See Walker, LA salary details

$32.6K

$105.2K

$155.4K

How much do compensation manager jobs pay per year?

As of Sep 2, 2026, the average yearly pay for compensation manager in Walker, LA is $105,201.00, according to ZipRecruiter salary data. Most workers in this role earn between $88,000.00 and $121,500.00 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 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 cities near Walker, LA are hiring for Compensation Manager jobs?

Cities near Walker, LA with the most Compensation Manager job openings:

Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Walker, LA as of August 2026, with employment types broken down into 85% Full Time, 14% Part Time, and 1% Contract. Highlights an 84% Physical, 3% Hybrid, and 13% Remote job distribution, with an average salary of $105,201 per year, or $50.6 per hour.

Health System Director of Compensation

FMOLHS

Baton Rouge, LA

$120K - $164K/yr

Full-time

Re-posted 9 days ago

Job description

The Director of Compensation is responsible for the overall design, implementation, communication, and administration of the organization's compensation programs. Ensures that the programs adhere to current regulations and support the organization's strategic objectives.

  • 10 years HR experience with previous compensation experience (Healthcare compensation experience preferred) 
  • Bachelor's Degree in Business Administration, Finance, Accounting, Economics or similar Science related field 
  • Excellent computer skills; Good interpersonal/human relations skills; Good oral and written communication skills; Good problem solving and critical thinking skills; Good time management/prioritization skills; Superior organizational skills

        1.   Compensation Guidelines

  • Oversees the administration of corporate compensation policies and procedures and acts as consultant to facility-level compensation practices, including pay administration guidelines, salary grades and ranges, job architecture, and other compensation-related issues. Serves as an internal consultant to facility HR executives and various managers as needed concerning the compensation issues of the organization.

  • Maintains the organization's pay practice guidelines, job architecture framework, and pay administration guidelines, and distributes updates to facility HR executives.

  • Coordinates compensation program administration in an efficient manner and complies with state and federal laws in an effort to improve departmental efficiency and provide high-quality services to all employees.

      2.   Collaboration and Partnership

  • Serves as a contact with HRIS and payroll to ensure the accuracy of compensation changes.
  • Works with HR leaders and contacts across the organization as compensation contact on policies, programs, position creation and salary recommendation.

      3.   Performance Evaluation

  • Serves as Administrator of Performance Management system across health system by being the contact person for corporate implementation, issues and communication.
  • Oversees the administration of the performance management annual review for the Corporate Division, including communication, process creation and implementation.

       4.   Market Review

  • Maintains appropriate survey database to ensure market competitiveness and oversees the submission of salary information to appropriate survey sources.
  • Performs market review and position analysis as needed to ensure market competitiveness while maintaining company objectives.

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