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Compensation Planner Jobs in Wisconsin (NOW HIRING)

Komatsu

Compensation Partner

Milwaukee, WI · On-site

$90K - $115K/yr

Lead or contribute to compensation-related initiatives, including annual compensation planning, market studies, policy development, organizational redesigns, system implementations, acquisitions, and ...

Komatsu

Compensation Partner

Milwaukee, WI · On-site

$90K - $115K/yr

Lead or contribute to compensation-related initiatives, including annual compensation planning, market studies, policy development, organizational redesigns, system implementations, acquisitions, and ...

CFS

Benefits & Compensation Specialist

Madison, WI

$60K - $70K/yr

Support annual, company-wide compensation analysis and planning * Analyze pay structures and recommend adjustments to ensure market competitiveness * Process compensation changes and maintain ...

trane technologies

Material Planner

La Crosse, WI · On-site

As a Material Planner with Trane Technologies' Commercial Business Unit, we will call on you to ... The actual compensation will depend on elements such as seniority, merit, geographic location ...

Trane Technologies plc

Material Planner

La Crosse, WI · On-site

As a Material Planner with Trane Technologies' Commercial Business Unit, we will call on you to ... The actual compensation will depend on elements such as seniority, merit, geographic location ...

Lund Boats

Planner

Fond Du Lac, WI · On-site

$90K/yr

Coordinate and monitor production planning and scheduling including tracking and expediting work in ... Compensation decisions are dependent upon the specifics of the candidate's qualifications and the ...

Brunswick

Planner

Fond Du Lac, WI

$90K/yr

Coordinate and monitor production planning and scheduling including tracking and expediting work in ... Compensation decisions are dependent upon the specifics of the candidate's qualifications and the ...

Brunswick Corporation

Planner

Fond Du Lac, WI · On-site

$90K/yr

Coordinate and monitor production planning and scheduling including tracking and expediting work in ... Compensation decisions are dependent upon the specifics of the candidate's qualifications and the ...

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Compensation Planner information

What is the difference between Compensation Planner vs Compensation Analyst?

AspectCompensation PlannerCompensation Analyst
CredentialsBachelor's degree in HR, Business, or related field; certifications like CCPBachelor's degree in HR, Finance, or related; certifications like CCP or CBP
Work EnvironmentHR departments, corporate offices, consulting firmsHR teams, corporate offices, consulting firms
Employer & IndustryCorporations, government agencies, consulting

While both Compensation Planners and Compensation Analysts work within HR to develop and analyze pay structures, Compensation Planners focus more on designing compensation strategies and plans, whereas Compensation Analysts analyze data to ensure competitive and equitable pay. The roles often overlap, but the Planner emphasizes strategy and planning, while the Analyst emphasizes data analysis and reporting.

What jobs pay 4000 a week without a degree?

Compensation planners typically do not earn $4,000 a week without a degree, as their roles often require specialized knowledge and experience. However, high-earning sales positions, real estate brokers, or skilled trades such as certain construction or electrical work can sometimes reach this level through commissions or hourly rates, especially with experience and certifications. These roles often involve strong interpersonal skills, industry-specific training, or licensing.

Is compensation analyst a good career?

A compensation analyst is a valuable role responsible for analyzing salary structures, benefits, and pay policies within organizations. It requires strong analytical skills, knowledge of compensation laws, and proficiency with data tools like Excel or HRIS systems. The career offers growth opportunities in HR and compensation management, with a typical focus on data accuracy and market research.

What professions make $500,000 a year?

In the field of compensation planning, high-earning roles such as senior compensation managers, compensation directors, and chief compensation officers can earn $500,000 or more annually, especially in large corporations or industries like finance, technology, and consulting. These positions often require advanced degrees, extensive experience, and expertise in compensation strategies, data analysis, and HR policies.

What jobs make $3,000 a day?

Compensation planners typically do not earn $3,000 a day; such high daily earnings are usually associated with top executives, specialized surgeons, or highly successful entrepreneurs. Certain roles in investment banking, private equity, or high-level consulting can reach this level through bonuses or profit sharing, but these are rare and often require extensive experience, advanced skills, and long hours.
What are popular job titles related to Compensation Planner jobs in Wisconsin? For Compensation Planner jobs in Wisconsin, the most frequently searched job titles are:
What job categories do people searching Compensation Planner jobs in Wisconsin look for? The top searched job categories for Compensation Planner jobs in Wisconsin are:
What cities in Wisconsin are hiring for Compensation Planner jobs? Cities in Wisconsin with the most Compensation Planner job openings:
Compensation Planner jobs near you
Compensation Partner

Compensation Partner

Komatsu

Milwaukee, WI • On-site

$90K - $115K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 10 days ago

Komatsu rating

8.5

Company rating: 8.5 out of 10

Based on 78 frontline employees who took The Breakroom Quiz

82nd of 485 rated machine equipment manufacturers

Job description

Compensation Partner
Posting Start Date: 7/14/26
Job Location (Short): Chicago, Illinois, USA, 60631 | Milwaukee, Wisconsin, USA, 53204-2941
Requisition ID: 36424
Onsite or Remote: Onsite Position
Join Komatsu and Be Part of Something Big!
Job Overview
The Compensation Partner serves as a trusted advisor to business leaders and HR partners, delivering strategic compensation guidance that supports talent attraction, retention, and organizational effectiveness. This role partners across the business to evaluate jobs, analyze market trends, develop competitive compensation recommendations, and ensure equitable and compliant pay practices. The ideal candidate combines strong analytical capabilities with business acumen to help drive data-informed compensation decisions and continuous improvement of compensation programs.
Key Job Responsibilities
  • Partner with business leaders and HR Business Partners to provide strategic guidance on compensation matters, including job evaluations, salary recommendations, promotions, organizational changes, and market competitiveness.
  • Conduct market pricing, salary benchmarking, and internal equity analyses to support competitive, equitable, and business-aligned compensation decisions.
  • Evaluate positions and recommend appropriate job levels, salary grades, and market alignment while ensuring consistency with the company's compensation philosophy.
  • Collaborate with Talent Acquisition and HR partners to develop competitive offers for new hires, promotions, transfers, and retention situations.
  • Analyze compensation and workforce data to identify trends, risks, and opportunities, providing actionable recommendations to business and HR leadership.
  • Develop compensation reports, dashboards, presentations, and insights to support executive decision-making.
  • Ensure compliance with federal, state, and local compensation regulations, including FLSA, Equal Pay, and pay transparency requirements.
  • Partner with HRIS, Payroll, Finance, and HR Operations to maintain compensation data integrity, improve processes, and enhance compensation systems.
  • Develop and maintain compensation policies, guidelines, tools, and communication materials that support consistent application of compensation programs.
  • Lead or contribute to compensation-related initiatives, including annual compensation planning, market studies, policy development, organizational redesigns, system implementations, acquisitions, and process improvement efforts.
  • Support the administration and continuous improvement of base pay and variable compensation programs.

Qualifications/Requirements
  • Bachelor's degree in Human Resources, Business, Finance, Economics, Statistics, Mathematics, or a related field.
  • Minimum of seven years of progressive compensation experience supporting broad-based compensation programs.
  • Strong knowledge of compensation principles, including market pricing, job evaluation, salary structures, incentive programs, and pay equity.
  • Working knowledge of compensation regulations, including FLSA, Equal Pay, and pay transparency requirements.
  • Advanced analytical skills with strong proficiency in Microsoft Excel.
  • Experience working with HRIS platforms and compensation planning systems (SuccessFactors preferred).
  • Demonstrated ability to analyze complex compensation data and translate findings into actionable business recommendations.
  • Excellent communication, consulting, relationship-building, and project management skills with the ability to influence stakeholders across all levels of the organization.
  • Ability to manage multiple priorities in a fast-paced environment while maintaining a high level of accuracy and confidentiality.

Preferred Qualifications
  • Certified Compensation Professional (CCP) certification.
  • Experience leading annual compensation planning cycles.
  • Experience administering incentive compensation programs.
  • Experience supporting mergers, acquisitions, or organizational redesign initiatives.
  • Experience with HR analytics and compensation reporting.

Additional Information
Hiring Range
At Komatsu, your base pay is one part of your total compensation package. This role pays $90,000 - 115,000. The actual offer will consider a wide range of factors, including experience and location.
Company Benefits
Komatsu provides an extensive and robust employee benefits package that is designed to enhance the well-being of our employees and family members. We embrace a positive and empowering employee experience with a culture that prides itself on a diverse and inclusive environment.
  • Health benefits: Medical, dental, vision, HSA, wellness programs, etc.
  • 401k and/or employee savings programs
  • Employee time off (vacation and designated holidays)
  • Employee and family assistance programs
  • Disability benefits
  • Life insurance
  • Employee learning and development programs

Diversity & Inclusion Commitment
At Komatsu, we come from diverse backgrounds, with unique perspectives, experiences and contributions. We believe that our people are part of our shared purpose. Connected by our core values of ambition, perseverance, collaboration and authenticity, we are committed to continually advancing in our support of diversity and inclusion. United, we are on a journey towards a sustainable future that creates value together.
Company Information
Komatsu develops and supplies technologies, equipment and services for the construction, mining, forklift, industrial and forestry markets. Headquartered in Tokyo, Japan, Komatsu employs more than 64,000 people worldwide, operating in more than 140 countries. For more than a century, the company has been creating value for its customers through manufacturing and technology innovation, partnering with others to empower a sustainable future where people, business and the planet thrive together. Since the company's founding in 1921, Komatsu has been committed to supporting individuals and communities through job training, skills development and giving back. As a Komatsu employee, you will be encouraged to grow alongside our global company, contributing to a more sustainable future for all. If you are looking for a company that values your talent and potential, join Komatsu to be a part of something big and help advance modern society. Learn more at www.komatsu.com.
EEO Statement
Komatsu is an Equal Opportunity Workplace and an Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.

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