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Compensation Manager Jobs (NOW HIRING)

PHOTRONICS INC

Compensation Manager

Brookfield, CT · On-site

We are seeking a Compensation Manager to lead the development, administration, and continuous improvement of our global compensation programs and frameworks. This role is responsible for driving ...

Vaco LLC

Compensation Manager

Sayreville, NJ · On-site

Position Overview This role leads enterprise-wide compensation strategy, workforce analytics, job architecture, and related HR systems governance. Partnering closely with executive leadership ...

Chainguard

Compensation Manager

$140K - $190K/yr

Chainguard is hiring a Compensation Manager to join our Total Rewards team as a strategic individual contributor. As the company continues to scale rapidly, this role will serve as a key partner to ...

Kikoff

Compensation Manager

San Francisco, CA · On-site

Compensation Manager Kikoff is looking for a Compensation Manager to own our cash and equity programs end-to-end as we scale toward IPO. You'll be the in-house comp expert who turns our compensation ...

Golub Capital

Compensation Manager

New York, NY · On-site

Position Information Hiring Manager: Head of Compensation Analytics Department: Strategic Accounting & Finance Department Overview The Strategic Accounting & Finance ("SAF") Department is responsible ...

EnVu

Compensation Manager

Cary, NC · On-site

Compensation Manager At Envu, we partner with our customers to design world-class, forward-thinking innovations that protect and enhance the health of environments around the world. We offer ...

Tree Top

Benefits & Compensation Manager

Selah, WA · On-site

$115K - $135K/yr

Join Tree Top as a Full-Time Benefits & Compensation Manager and be at the forefront of shaping our employee experience. This position offers the unique opportunity to make a significant impact on ...

New

Tree Top

Benefits & Compensation Manager

Selah, WA · On-site

$115K - $135K/yr

Join Tree Top as a Full-Time Benefits & Compensation Manager and be at the forefront of shaping our employee experience. This position offers the unique opportunity to make a significant impact on ...

New

Globelife

Compensation Manager (Hybrid)

Mckinney, TX · Hybrid

Could you be our next Compensation Manager ? Globe Life is looking for a Compensation Manager to join the team! This role is responsible for managing Globe Life's strategic compensation function ...

New

George's, Inc.

Manager, Compensation

Springdale, AR · On-site

The Compensation Manager is responsible for researching, establishing and maintaining the company's pay system. This involves researching and understanding the current and upcoming competitive ...

LTD Global

Senior Compensation Manager

Livermore, CA · On-site

Position Overview The Sr. Manager, Compensation is responsible for the development, implementation, and management of compensation programs that support the organization's strategic objectives and ...

Crocs

Sr. Compensation Manager

Broomfield, CO · On-site +1

$144K - $158K/yr

Overview As the Sr. Manager Compensation , this role is responsible for maintaining, implementing, and evolving global compensation and incentive programs that drive business performance, attract and ...

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$35.5K

$114.7K

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How much do compensation manager jobs pay per year?

As of Jun 5, 2026, the average yearly pay for compensation manager in the United States is $114,730.00, according to ZipRecruiter salary data. Most workers in this role earn between $96,000.00 and $132,500.00 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, 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 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 does a Compensation Manager do?

A Compensation Manager is responsible for designing, implementing, and managing a company's compensation programs, including salary structures, incentive plans, and benefits packages. They analyze market data to ensure pay practices are competitive and compliant with regulations. Additionally, Compensation Managers work closely with HR and leadership to develop strategies that attract and retain talent while ensuring fairness and equity across the organization.

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.

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Compensation Manager jobs near you
Compensation Manager

Compensation Manager

PHOTRONICS INC

Brookfield, CT • On-site

Full-time

Medical, Retirement

Posted 9 days ago

Job description

For more than 50 years, Photronics has been a global leader in photomask technology, powering the innovation behind the world’s most advanced devices. Our success is built on collaboration, quality, and the dedication of our people.
We are seeking a Compensation Manager to lead the development, administration, and continuous improvement of our global compensation programs and frameworks. This role is responsible for driving compensation strategies, ensuring market competitiveness, supporting organizational growth, and delivering data-driven compensation guidance across the business.

This is a highly visible role that partners closely with SVP, CAO, HR, Finance, Talent Acquisition, Legal, and business leaders globally. The ideal candidate combines strong analytical capability with strategic thinking, operational rigor, and the ability to influence and advise stakeholders at all levels of the organization.


Location: Photronics - Brookfield, CT. This is an on-site position, and we are not open to remote candidates at this time.

Responsibilities:
Global Compensation Strategy & Program Management

  • Lead the design, implementation, administration, and continuous improvement of global compensation programs, salary structures, and pay practices.
  • Manage and evolve global job architecture, leveling methodologies, and compensation frameworks to support organizational scalability and consistency.
  • Conduct market pricing, competitive benchmarking, and compensation analyses using survey data and external market intelligence to ensure competitive and equitable pay positioning.
  • Partner with HR Business Partners, Talent Acquisition, Finance, and business leadership to provide strategic compensation guidance for new hire offers, promotions and transfers, organizational changes, retention strategies, off-cycle compensation adjustments
  • Lead annual compensation planning activities, including merit cycles, bonus planning and modeling, promotion increases, and budgeting support
  • Provide recommendations and insights on compensation trends, internal equity, geographic differentials, and evolving market conditions.
  • Ensure compensation programs align with company philosophy, business objectives, and compliance requirements across global regions.

Equity & Executive Compensation Support

  • Manage and support global equity compensation programs including Restricted Stock Units (RSUs), stock options, Employee Stock Purchase Plans (ESPP)
  • Oversee grant processing, vesting administration, reporting, reconciliations, and audit support activities.
  • Partner with Finance, Payroll, Legal, and external administrators to ensure accurate reporting, governance, compliance, and documentation.
  • Support executive compensation analysis, compensation committee materials, and broader public-company compensation requirements as needed.

  • Monitor equity utilization, burn rates, and program effectiveness while providing reporting and recommendations to leadership.

Compensation Analytics & Governance

  • Lead compensation analytics, workforce reporting, and dashboard development to support strategic decision-making.
  • Conduct pay equity, internal alignment, and compensation risk analyses; identify trends and recommend corrective actions where appropriate.
  • Develop financial and compensation modeling to support organizational planning, incentive design, and structural compensation changes.
  • Establish and maintain strong compensation governance, documentation, controls, and process consistency.
  • Ensure data integrity across HRIS, payroll, compensation, and equity administration systems through validation, reconciliation, and audit practices.
  • Deliver executive-ready reporting and presentations with clear, concise recommendations and business insights.

Leadership & Cross-Functional Partnership

  • Serve as a trusted advisor to HR and business leadership on compensation philosophy, market competitiveness, and pay-related decision making.
  • Support and mentor HR team members and managers on compensation practices, leveling methodologies, and compensation-related processes.
  • Drive process improvements, automation opportunities, and scalable compensation operations aligned with organizational growth.
  • Contribute to broader HR transformation initiatives, including HRIS/compensation system optimization and global process standardization.


Qualifications

Knowledge, Skills & Abilities

  • Strong expertise in compensation strategy, market benchmarking, salary structure design, and compensation governance.
  • Demonstrated ability to translate complex compensation data into actionable business recommendations.
  • Strong analytical capability with exceptional attention to detail and accountability for data accuracy.
  • Experience managing or supporting equity compensation administration and reporting within a publicly traded company environment preferred.
  • Knowledge of global compensation practices, job architecture, and leveling methodologies.
  • Advanced proficiency in Excel; Pivot tables, XLOOKUP/VLOOKUP, Index/Match, Data modeling, Scenario analysis
  • Experience with HRIS, compensation management systems, and reporting tools preferred.
  • Strong communication and stakeholder management skills with the ability to influence at multiple organizational levels.
  • Ability to balance strategic thinking with operational execution in a fast-paced environment.


Experience

  • 8+ years of progressive compensation experience, ideally within a global, multinational, or publicly traded organization.
  • Experience managing compensation programs, compensation cycles, and market benchmarking initiatives required.
  • Prior experience partnering directly with senior leadership and cross-functional business stakeholders preferred.
  • Experience supporting compensation transformation, process standardization, or organizational scaling initiatives is highly desirable.


Education

  • Bachelor’s degree in Finance, Human Resources, Business Administration, Statistics, or a related field required.
  • Certified Compensation Professional (CCP) certification strongly preferred.


Why Photronics:

  • Be part of a global technology leader driving innovation for the world’s biggest tech companies.
  • Work in a collaborative, growth-focused environment where your expertise will have a real impact.
  • Enjoy stability, challenge, and opportunity at a company with more than 50 years of proven success
  • Competitive salary and annual bonus program.
  • Equity compensation eligibility.
  • Full suite of health and welfare benefits
  • 401k with company match.


Equal Opportunity Statement: We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, or veteran status. We are proud to be an equal opportunity workplace. We are committed to providing reasonable accommodation for team members’ disabilities and religious beliefs or practices.

Agency Notice: Photronics does not accept unsolicited resumes or outreach from search firms or employment agencies. Please, no phone calls or emails to any employee regarding this opening. Resumes submitted outside of our approved agency engagement process will be considered the sole property of Photronics, and no fees will be paid if such candidates are hired. Only agencies with a valid agreement in place with Photronics and assigned to this role may submit candidates.


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About PHOTRONICS

Sourced by ZipRecruiter

Industry

Semiconductor and electronic component manufacturing

Company size

5,001 - 10,000 Employees

Headquarters location

Brookfield, CT, US

Year founded

1969

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