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Compensation Manager Jobs (NOW HIRING)

Zoox

Staff Compensation Manager

Foster City, CA

$198K - $238K/yr

The Staff Compensation Manager plays a critical role in shaping and advancing the organization's compensation strategy to support business growth, scalability, and talent outcomes. This role is ...

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 ...

Visa

Senior Compensation Manager

Foster City, CA · On-site

$153K/yr

Support global program management for the annual compensation review process, coordinating planning and execution across multiple regions and functions. Oversee the coordination of compensation ...

Super Micro Computer

Sr. Compensation Manager

San Jose, CA · On-site

$150K - $210K/yr

Supermicro is looking for a Sr. Compensation Manager to join our company to support the fast-growing, dynamic business operation. In this position, you will collaborate with HR leaders, Recruiters ...

LTD Global

Senior Compensation Manager

Livermore, CA · On-site

$179K - $228K/yr

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 ...

Kodak

Workers Compensation Manager

Rochester, NY · On-site +1

$85K - $100K/yr

As the Manager of U.S. Workers' Compensation, you will focus on providing oversight of Kodak's workers' compensation-related partnerships to ensure adherence to contractual agreements and statutory ...

JBS USA

HR COMPENSATION MANAGER

Greeley, CO

$130K - $150K/yr

Compensation Manager JBS Foods | U.S. & Canada Reports to: Director of Compensation and Analytics Direct Reports: 2 Scope: Salaried and Non-Exempt (Union & Non-Union) - U.S. & Canada **Compensation:

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Adidas

Sales Compensation Manager

Portland, OR · On-site

Purpose & Overall Relevance for the Organization Manage, implement, and govern the North America Sell2Win Sales Compensation programs and processes. Participate in the development, implementation ...

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All JobsCompensation Manager Jobs

Compensation Manager information

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$35.5K

$114.7K

$169.5K

How much do compensation manager jobs pay per year?

As of Jun 26, 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 jobs pay $2000 a day?

For a Compensation Manager, earning $2000 a day typically requires senior-level experience, specialized skills in compensation strategy, and often a high-level position within large organizations or consulting firms. Such roles may include executive compensation consultants, senior HR directors, or compensation strategists working on complex pay structures, often with advanced certifications like CCP or CECP. These positions usually demand extensive industry knowledge and a track record of managing large compensation programs.

What does a compensation manager do?

A compensation manager develops and manages salary structures, incentive programs, and benefits to ensure competitive and equitable pay practices within an organization. They analyze market data, ensure compliance with regulations, and often use compensation management software to administer pay strategies. Strong analytical skills and knowledge of labor laws are essential for this role.

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 job makes $10,000 a month without a degree?

A Compensation Manager typically earns a salary that can reach or exceed $10,000 per month, especially with experience and in larger organizations. While a degree is often preferred, some professionals advance through certifications, industry experience, and specialized skills in compensation analysis, HR, or finance. High-level roles in sales, real estate, or entrepreneurship can also generate this income without formal degrees, but they often require significant expertise and effort.

What jobs pay 500,000 a year in the US?

In the US, high-level executive roles such as Chief Executive Officers, Chief Financial Officers, and other C-suite positions often have annual compensation exceeding $500,000, especially in large corporations. Additionally, specialized roles like top investment bankers, certain medical specialists, and successful entrepreneurs can also reach or surpass this income level, often requiring advanced skills, extensive experience, and significant responsibility.

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.
More about Compensation Manager jobs
What cities are hiring for Compensation Manager jobs? Cities with the most Compensation Manager job openings:
What are the most commonly searched types of Compensation jobs? The most popular types of Compensation jobs are:
Who are the top companies hiring for Compensation Manager jobs? The top employers for Compensation Manager jobs are:
What states have the most Compensation Manager jobs? States with the most job openings for Compensation Manager jobs include:
What job categories do people searching Compensation Manager jobs look for? The top searched job categories for Compensation Manager jobs are:
Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in the United States as of June 2026, with employment types broken down into 78% Full Time, 18% Part Time, and 4% Contract. Highlights an 89% Physical, 2% Hybrid, and 9% Remote job distribution, with an average salary of $114,730 per year, or $55.2 per hour.

Staff Compensation Manager

Zoox

Foster City, CA

$198K - $238K/yr

Full-time

Medical, Life, PTO

Posted 28 days ago

Job description

The Staff Compensation Manager plays a critical role in shaping and advancing the organization's compensation strategy to support business growth, scalability, and talent outcomes. This role is responsible for leading executive (M5+) compensation, driving strategic compensation programs, and developing market-informed approaches that enable the company to compete effectively across geographies and talent segments.


Responsibilities include designing and evolving compensation frameworks, supporting complex and high-impact decisions, and delivering forward-looking insights based on market data and internal trends. The role partners closely with senior leadership, People Partners, Finance, and Recruiting to ensure compensation strategies are aligned with business priorities.

In addition, this role builds scalable tools, frameworks, and analytical approaches that improve consistency and decision quality across the organization. The Staff Compensation Manager also plays a key role in integrating compensation strategies into broader Total Rewards programs and may serve as a successor path to Head of Compensation as the function continues to scale.
In this role, you will...
  • Lead and support high-impact compensation initiatives such as job architecture evolution, organizational design changes, and  M&A integration.
  • Provide analysis and recommendations to support senior leadership decisions on complex compensation matters.
  • Lead the design and evolution of executive (M5+) compensation frameworks, including base, equity, and incentive structures- leveraging market insights and robust best practices.
  • Ensure executive compensation decisions are aligned with company strategy, internal equity, and external competitiveness.
  • Develop frameworks that enable consistent and scalable approaches to compensation across the organization.
  • Partner cross-functionally to ensure compensation strategies align with broader People and business initiatives.
  • Develop and maintain market pricing strategies across roles, functions, and geographies.
  • Support expansion into new cities and markets by providing competitive, data-driven compensation recommendations.
  • Analyze external market trends and internal data to inform proactive compensation strategies.
  • Leverage data to generate insights that inform compensation decisions and highlight risks or opportunities.
  • Build and refine models to support workforce planning, retention analysis, and compensation scenarios.
  • Provide structured options and tradeoffs to guide senior leadership decision-making.
  • Design and implement tools, templates, and frameworks that improve consistency, efficiency, and scalability of compensation processes.
  • Partner with Compensation Analysts and HRIS to ensure data integrity and effective system integration.
  • Partner with People Partners, Finance, Recruiting, and business leaders to align compensation strategies with business needs.
  • Act as a trusted advisor on complex and sensitive compensation topics.
  • Support integration of compensation within the broader Total Rewards strategy, including alignment with benefits programs.
Qualfications
  • Bachelor's degree in Human Resources, Business, Finance, or a related field (Master's degree or relevant certifications are a plus).
  • 8+ years of experience in compensation, with exposure to executive compensation and strategic program work.
  • Strong analytical and problem-solving skills, with experience in modeling and data-driven decision-making.
  • Deep understanding of compensation practices, market benchmarking, and regulatory considerations.
  • Ability to operate in ambiguous environments and drive clarity through structured thinking.
  • Strong communication and influencing skills, including the ability to engage with senior leaders.
  • Proven ability to build scalable tools, frameworks, and processes.
  • High attention to detail and strong organizational skills. 
$198,000 - $238,000 a year
Base Salary Range
 
There are three major components to compensation for this position: salary, Amazon Restricted Stock Units (RSUs), and Zoox Stock Appreciation Rights. A sign-on bonus may be offered as part of the compensation package. The listed range applies only to the base salary. Compensation will vary based on geographic location and level. Leveling, as well as positioning within a level, is determined by a range of factors, including, but not limited to, a candidate's relevant years of experience, domain knowledge, and interview performance. The salary range listed in this posting is representative of the range of levels Zoox is considering for this position.
 
Zoox also offers a comprehensive package of benefits, including paid time off (e.g. sick leave, vacation, bereavement), unpaid time off, Zoox Stock Appreciation Rights, Amazon RSUs, health insurance, long-term care insurance, long-term and short-term disability insurance, and life insurance.
About Zoox
Zoox is developing the first ground-up, fully autonomous vehicle fleet and the supporting ecosystem required to bring this technology to market. Sitting at the intersection of robotics, machine learning, and design, Zoox aims to provide the next generation of mobility-as-a-service in urban environments. We're looking for top talent that shares our passion and wants to be part of a fast-moving and highly execution-oriented team.

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Accommodations
If you need an accommodation to participate in the application or interview process please reach out to [email protected] or your assigned recruiter.

A Final Note:
You do not need to match every listed expectation to apply for this position. Here at Zoox, we know that diverse perspectives foster the innovation we need to be successful, and we are committed to building a team that encompasses a variety of backgrounds, experiences, and skills.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
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