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Compensation Program Manager Jobs (NOW HIRING)

Summary As a Compensation Program Manager , you will play a crucial role in ensuring that our organization's compensation practices are competitive, fair, and aligned with business objectives. You ...

Manager Compensation

Frisco, TX · On-site

$96K - $154K/yr

The Compensation Manager plays a critical role in the design, implementation, and administration of ... Compensation Program Design & Administration * Conduct market pricing, benchmarking, and internal ...

As Manager of Compensation, you will take ownership of a large, complex compensation function at a pivotal moment, shaping strategy, structure, and programs that directly impact how we compete for ...

As Manager of Compensation, you will take ownership of a large, complex compensation function at a pivotal moment, shaping strategy, structure, and programs that directly impact how we compete for ...

Oversee all executive compensation programs with an exceptional level of accuracy, including managing equity and stock-based compensation in collaboration with the Legal department. * Lead ...

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Compensation Program Manager information

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$38.5K

$107.5K

$157K

How much do compensation program manager jobs pay per year?

As of Jun 19, 2026, the average yearly pay for compensation program manager in the United States is $107,460.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,500.00 and $132,500.00 per year, depending on experience, location, and employer.

What is a compensation program manager?

A compensation program manager is a professional responsible for designing, implementing, and managing employee compensation strategies, including salary structures, bonuses, and benefits. They analyze market data, ensure pay equity, and often use compensation management tools to align pay practices with company goals and compliance standards.

How does a Compensation Program Manager typically collaborate with HR and business leaders to ensure competitive and equitable pay practices?

Compensation Program Managers work closely with HR teams and business leaders to design, review, and adjust pay structures that align with organizational goals and market trends. They often facilitate discussions to ensure internal equity and external competitiveness, interpret compensation data, and provide guidance on pay decisions. Regular collaboration includes analyzing job roles, benchmarking salaries, and ensuring compliance with legal regulations. These cross-functional partnerships are essential for developing compensation programs that attract and retain top talent while maintaining fairness and transparency.

What are the key skills and qualifications needed to thrive as a Compensation Program Manager, and why are they important?

To thrive as a Compensation Program Manager, you need strong analytical skills, a solid understanding of compensation strategies, and typically a bachelor's degree in Human Resources, Finance, or a related field. Familiarity with HRIS systems, market pricing tools like PayScale or Radford, and certifications such as CCP (Certified Compensation Professional) are highly valued. Exceptional communication, attention to detail, and problem-solving skills help you navigate complex pay structures and influence stakeholders. These capabilities are essential to ensure competitive, equitable, and compliant compensation programs that attract and retain top talent.

What jobs pay 10,000 a month without a degree?

A Compensation Program Manager typically requires specialized knowledge in compensation strategies and may require a degree, but some related roles like sales managers, real estate brokers, or skilled trades can earn $10,000 or more monthly through experience, commissions, or certifications. High-paying roles often depend on industry, location, and individual skills, with some positions offering substantial income without formal degrees if complemented by relevant expertise and performance.

What is the difference between Compensation Program Manager vs Compensation Analyst?

AspectCompensation Program 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 EnvironmentStrategic planning, program development, cross-department collaborationData analysis, salary surveys, reporting, and policy implementation
Employer & Industry UsageUsed in HR departments across various industries for managing compensation programsCommonly found in HR teams focusing on salary structures and data analysis

The Compensation Program Manager focuses on designing and managing compensation strategies and programs, while the Compensation Analyst primarily analyzes salary data and supports compensation policies. Both roles require similar credentials and are integral to HR teams, but their responsibilities differ in scope and focus.

What occupations make $500,000 a year?

Compensation Program Managers typically do not earn $500,000 annually; such high salaries are usually found in executive roles like CEOs, investment bankers, or specialized surgeons. High earnings in these fields often require extensive experience, advanced skills, and leadership responsibilities. Compensation at this level may also include bonuses, stock options, or profit sharing.

What does a Compensation Program Manager do?

A Compensation Program Manager is responsible for designing, implementing, and managing an organization's compensation strategies and programs. This role ensures that employee salaries, bonuses, and benefits are competitive, compliant with legal requirements, and aligned with the company's business goals. Compensation Program Managers analyze market data, develop salary structures, and work closely with HR and leadership to attract and retain top talent. They also evaluate the effectiveness of compensation programs and recommend improvements as needed.

What jobs in the US pay 300,000 a year?

Compensation Program Managers in large corporations or financial institutions can earn $300,000 or more annually, especially with extensive experience, certifications, and leadership responsibilities. High-level executive roles such as Chief Compensation Officers or Compensation Directors also typically reach or exceed this salary level, often requiring advanced degrees and strategic expertise.
More about Compensation Program Manager jobs
What cities are hiring for Compensation Program Manager jobs? Cities with the most Compensation Program Manager job openings:
What states have the most Compensation Program Manager jobs? States with the most job openings for Compensation Program Manager jobs include:
What job categories do people searching Compensation Program Manager jobs look for? The top searched job categories for Compensation Program Manager jobs are:
Infographic showing various Compensation Program Manager job openings in the United States as of June 2026, with employment types broken down into 1% Locum Tenens, 78% Full Time, 20% Part Time, and 1% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $107,460 per year, or $51.7 per hour.

Compensation Program Manager

hemlocksem

Hemlock, MI

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 28 days ago


Job description

Hemlock Semiconductor (HSC) is a leading global provider of hyper pure polysilicon, an essential material used in the semiconductor and solar industries. From smartphones in your pocket to satellites in orbit, our materials play a foundational role in modern technology.

At HSC, employees do work that matters. Team members are part of a safety focused organization that values teamwork, excellence, responsibility and customer focus. Rooted in Michigan for more than 65 years, HSC continues to evolve through innovation, operational discipline and a strong commitment to its people and communities.

This role contributes to HSC’s ongoing work and long-term success by supporting teams, processes and priorities that keep operations running effectively.

Summary

As a Compensation Program Manager, you will play a crucial role in ensuring that our organization's compensation practices are competitive, fair, and aligned with business objectives. You will be responsible for conducting data analysis, market research, and internal evaluations to design, implement, and manage effective compensation and total rewards programs. The role involves collaborating with HR, finance, and senior leadership to provide insights and recommendations that support the attraction, retention, and motivation of top talent.

Essential Functions

Compensation Analysis:

  • Conduct comprehensive analysis of compensation data, including salary surveys, market trends, and internal pay structures for salaried and hourly population.
  • Evaluate the competitiveness of the organization's compensation packages and make recommendations for adjustments.

Job Evaluation and Benchmarking:

  • Participate in job evaluation/market processes to determine the relative value of different positions within the organization.
  • Benchmark jobs against industry standards to ensure competitive compensation.
  • Uses job descriptions to assess role scope and requirements, ensuring accurate job evaluation, internal equity, market positioning, and alignment within the job hierarchy.

Market Research:

  • Stay informed of industry trends, labor market conditions, and legislative changes affecting compensation.
  • Stay informed of regional and national data and trends, including merit budget considerations.
  • Analyze survey data to make informed decisions regarding salary ranges, bonus structures, and other compensation components.
Compensation Program Design and Implementation:
  • Collaborate with HR and senior leadership to design and implement effective compensation programs, ensuring alignment with organizational goals and values.
  • Develop and communicate compensation policies and guidelines.

Compensation Administration & Reporting:

  • Complete operational compensation transactions in the HRIS, including data entry of retention bonuses and one‑time cash awards.
  • Maintain accurate and up-to-date compensation data in HR systems.
  • Generate regular reports and analyses for senior management, HR, and finance as needed.
  • Present compensation data in a visually compelling and understandable way, using charts, graphs, and dashboards to facilitate decision-making by senior leadership.

Compliance:

  • Ensure compliance with local, state, and federal regulations regarding compensation practices.
  • Stay informed about changes in legislation affecting compensation and provide guidance to ensure compliance.
  • Maintain documentation and audit trails related to compensation decisions, approvals, and system transactions.
Severance Administration:
  • Administer the organization’s severance program, ensuring alignment with company policy, legal requirements, and internal governance standards.
  • Partner with HR Business Partners, Legal, and leadership to support severance decisions and provide guidance on program application.
  • Ensure accurate calculation, documentation, and processing of severance packages, including coordination within HRIS and payroll processes.
  • Maintain program documentation, controls, and audit readiness to support compliance and consistency.

Recognition and Rewards:

  • Serve as the operational owner for HSC’s employee recognition and career celebration program, ensuring alignment with company values, culture, and performance objectives.
  • Analyze all recognition and rewards for benchmark best practices, make recommendations and lead any changes or updates needed.
  • Manage vendor relationships for the employee recognition platform, service delivery, enhancements, issue resolution, and cost control.
  • Administer and continuously improve the peer‑to‑peer recognition program, including program guidelines, system configuration, reporting, and employee education.
  • Coordinate and manage the Impact and Continuous Improvement Award programs, ensuring consistent criteria, nomination processes, winner selection, communications and associated administrative activity (i.e awarding points, cash awards, plaques, etc.).

Collaboration:

  • Work closely with HR partners, recruiters, and hiring managers to provide guidance on compensation offers for new hires and promotions.
  • Provide guidance on salary offers and pay changes to ensure alignment with internal equity, market competitiveness, and compensation guidelines.
Additional Duties/Responsibilities:

Incentive Plan Design:

  • Design, implement, and administer incentive and bonus programs to drive performance and align with organizational objectives.

Merit Increase Planning:

  • Develop and manage processes for all components related to annual merit increase planning, considering performance ratings, budget constraints, and market trends.  This includes project management of all associated timelines, communications and vendor management.

Customized Analytics:

  • Provide ad-hoc analytical support for various HR and business initiatives, such as workforce planning, organizational restructuring, or talent management.

Training and Education:

  • Conduct training sessions for HR professionals, hiring managers, and employees on compensation-related topics, ensuring a clear understanding of the organization's compensation philosophy and practices and total rewards.
Skills that will set you up for success:

Interpersonal Skills:

  • Ability to collaborate and build effective working relationships with HR professionals, finance, senior management, and other stakeholders.

Attention to Detail:

  • Thorough attention to detail when working with data, job descriptions, and compensation policies to ensure accuracy and compliance.

Problem-Solving:

  • Strong problem-solving skills to address complex compensation issues and provide creative solutions.

Ethical Judgment:

  • Ability to handle sensitive compensation information with discretion and adhere to ethical standards.

Analytical Skills:

  • Ability to analyze and interpret complex compensation data, including salary surveys, market trends, and internal pay structures.

Technical Proficiency:

Familiarity with Human Resource Information Systems (HRIS) and compensation management software for data management and analysis.

Minimum Required Work Experience:
  • 5 - 7 years proven experience as a Compensation Analyst or in a similar role.
  • Strong analytical skills with the ability to interpret and analyze complex data sets.
  • Familiarity with compensation survey data and market pricing techniques.
  • Knowledge of relevant labor laws and regulations
  • Proficient in using HRIS and compensation management software.
Minimum Required Education/Certification:

Required Qualifications:

  • Bachelor's degree in Human Resources, Business Administration, Finance, or a related field.

Preferred Qualifications:

  • Certified Compensation Professional (CCP) designation.

The range for this position is $95,782 - $131,700  assuming full time status. Starting pay for the successful applicant is dependent on a variety of job-related factors, including but not limited to market demands, experience, training, and education. The benefits available for this position are dependent on hours worked and may include medical, dental, vision, 401(k) plan, variable bonus, life insurance coverage, disability benefits, and PTO.

HSC is an equal employment opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, protected veteran status, status as a qualified individual with a disability, marital status, pregnancy, sexual orientation, ancestry, genetic information, or any other characteristic protected by law.

If you are an individual with a disability and you need an accommodation or other assistance during the application process, please call our Human Resources department at:

989.301.5333
or email your request to
G1HSC-HR@hscpoly.com
All qualified applicants are encouraged to apply.

Req No. 1308Â