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Compensation Program Manager Jobs in California (NOW HIRING)

Boldyn Networks

Compensation Manager

Irvine, CA · On-site

Compensation Strategy & Program Management * Manage the global compensation framework, including salary structures, job architecture, pay ranges, and compensation governance * Conduct market pricing ...

Archer

Senior Compensation Manager

San Jose, CA · On-site

$180K - $210K/yr

Partner with senior leaders, HRBPs, Finance, and Legal to drive compensation program design ... Manage multiple priorities simultaneously with a hands-on, delivery-focused approach in a fast ...

Ascend

Compensation Consultant

Palo Alto, CA · On-site

$90K - $95K/yr

Analyze, design and administer the organization's compensation program. * Monitors the ... Ability to manage multiple projects, prioritize as necessary and leverage resources throughout the ...

Sevita Health

Program Manager

Ontario, CA · On-site

... workers' compensation programs; • Monitors compliance; and assists in returning employees to work; • Implements, oversees, and trains employees about safety. Program Management: Manages the ...

Lifelong Learning

Compensation Manager

Lancaster, CA · On-site

$80K - $102K/yr

... determined by program and site needs, and quarterly meetings in Lancaster, CA. The Lifelong ... Learn more about us at How You Will Make an Impact The Compensation Manager will lead and execute ...

Archer

Senior Compensation Manager

San Jose, CA · On-site

$180K - $210K/yr

Partner with senior leaders, HRBPs, Finance, and Legal to drive compensation program design ... Manage multiple priorities simultaneously with a hands-on, delivery-focused approach in a fast ...

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All JobsCompensation Program JobsCompensation Program Manager JobsCompensation Program Manager Jobs in California

Compensation Program Manager information

See California salary details

$36.3K

$109.7K

$172.7K

How much do compensation program manager jobs pay per year?

As of Sep 11, 2026, the average yearly pay for compensation program manager in California is $109,655.00, according to ZipRecruiter salary data. Most workers in this role earn between $72,600.00 and $141,100.00 per year, depending on experience, location, and employer.

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 skills and qualifications are needed to thrive as a compensation program manager?

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.

How does a compensation program manager 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 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 are popular job titles related to Compensation Program Manager jobs in California?

For Compensation Program Manager jobs in California, the most frequently searched job titles are:

What job categories do people searching Compensation Program Manager jobs in California look for?

The top searched job categories for Compensation Program Manager jobs in California are:

What cities in California are hiring for Compensation Program Manager jobs?

Cities in California with the most Compensation Program Manager job openings:

Compensation Program Manager jobs near you
Infographic showing various Compensation Program Manager job openings in California as of September 2026, with employment types broken down into 1% Internship, 1% As Needed, 74% Full Time, 20% Part Time, and 4% Contract. Highlights an 93% Physical, 1% Hybrid, and 6% Remote job distribution, with an average salary of $109,655 per year, or $52.7 per hour.

Manager, Total Rewards - Compensation, Variable & Equity

San Francisco, CA • On-site

Qcells
Clean Energy Semiconductors Manufacturing
Learn more about Qcellsexternal

$139K - $190K/yr

Full-time

Re-posted 10 days ago

Key responsibilities

  • Design, implement, and administer incentive compensation programs that drive performance and align with business objectives.

  • Support the administration of base salary structures, pay ranges, job leveling, and job architecture frameworks.

  • Manage incentive plan modeling, calculations, validation, and payout processes.

Qcells rating

6.8

Company rating: 6.8 out of 10

Based on 24 frontline employees who took The Breakroom Quiz

Job description

Description
POSITION DESCRIPTION:
Are you passionate about building competitive, data-driven total rewards programs that support a mission-driven organization shaping tomorrow's future? We are seeking an experienced Manager, Total Rewards who is responsible for the design, administration, and governance of the company's compensation programs. While this role has primary accountability for incentive compensation programs, it also plays a broad role in managing base pay structures, job architecture, market pricing, and annual compensation processes. The position ensures compensation programs are competitive, equitable, compliant, and aligned with the organization's talent and business strategies. This position reports directly to the Head of HR for G&ES Business Division.
RESPONSIBILITIES
Compensation Strategy & Program Management
  • Support the development and ongoing management of the company's overall compensation philosophy and strategy
  • Design, implement, and administer incentive compensation programs that drive performance and align with business objectives
  • Support the administration of base salary structures, pay ranges, job leveling, and job architecture frameworks
  • Conduct market pricing and benchmarking to ensure external competitiveness and internal equity
  • Partner with HR leaders on compensation decisions related to hiring, promotions, transfers, and retention

Incentive Compensation Administration
  • Lead the design, documentation, and governance of incentive and variable pay plans
  • Manage incentive plan modeling, calculations, validation, and payout processes
  • Maintain incentive compensation systems and tools; ensure data accuracy and system integrity
  • Prepare incentive plan communications, training materials, and participant support resources
  • Analyze incentive program effectiveness, cost, and performance outcomes; provide recommendations for improvement

Annual Compensation Processes
  • Support annual merit, bonus, and incentive planning cycles, including budgeting, modeling, and execution
  • Partner with Finance to ensure accurate compensation forecasting, accruals, and spend management
  • Provide guidance and analysis to leaders during compensation review and planning cycles

Governance, Compliance & Analytics
  • Develop and maintain compensation policies, guidelines, and governance documentation
  • Ensure compensation programs comply with applicable laws, regulations, and internal controls
  • Conduct audits, reconciliations, and reviews to ensure accuracy, consistency, and compliance
  • Prepare compensation analytics, dashboards, and reports for leadership and HR stakeholders
  • Identify opportunities to streamline processes, improve tools, and enhance compensation program scalability
REQUIRED QUALIFICATIONS
  • Bachelor's degree in Human Resources, Business, Finance, Economics, or a related field
  • 6+ years of progressive experience in compensation, total rewards, or incentive compensation
  • Experience supporting SaaScompany using subscription-based variable compensation or other high-growth industries.
  • Strong working knowledge of compensation principles, market pricing, and incentive plan design
  • Experience with compensation and HR systems; advanced Excel and analytical skills
  • Ability to manage complex data and provide clear, actionable recommendations
  • Strong communication, collaboration, and influencing skills
  • High level of discretion, attention to detail, and sound judgment
PREFERRED QUALIFICATIONS
  • Experience supporting SaaScompany using subscription-based variable compensation or other high-growth industries.
  • CCP (Certified Compensation Professional) certification or progress toward certification
  • Experience supporting performance-driven or sales organizations
  • Familiarity with incentive compensation management platforms
  • Experience in a multi-location or global environment

Hanwha Q CELLS America Inc. ("HQCA") is a Qcells company, one of the world's largest manufacturers and providers of solar photovoltaic (PV) products and solutions. Headquartered in Irvine, California, HQCA has been rapidly expanding its business in North America through the expansion of products and solutions, including distributed energy solutions, direct-to-homeowner solar sales and financing, and EPC services. We provide an opportunity to be part of an exciting and growing world-class global business in an interesting and expanding industry of the future.
PHYSICAL, MENTAL & ENVIRONMENTAL DEMANDS:
To comply with the Rehabilitation Act of 1973 the essential physical, mental and environmental requirements for this job are listed below. These are requirements normally expected to perform regular job duties. Incumbent must be able to successfully perform all of the functions of the job with or without reasonable accommodation.
Mobility
Standing
20% of time
Sitting
70% of time
Walking
10% of time
Strength
Pulling
up to 10 Pounds
Pushing
up to 10 Pounds
Carrying
up to 10 Pounds
Lifting
up to 10 Pounds
Dexterity (F = Frequently, O = Occasionally, N = Never)
Typing
F
Handling
F
Reaching
F
Agility (F = Frequently, O = Occasionally, N = Never)
Turning
F
Twisting
F
Bending
O
Crouching
O
Balancing
N
Climbing
N
Crawling
N
Kneeling
N
The salary range is required by the California Pay Transparency Act and may differ depending on the location of those candidates hired nationwide. Actual compensation is influenced by a wide array of factors including but not limited to, skill set, education, licenses and certifications, essential job duties and requirements, and the necessary experience relative to the job's minimum qualifications.
*This target salary range is for CA positions only and should not be interpreted as an offer of compensation.
You may view your privacy rights by reviewing Qcells' Privacy Policy or by contacting our HR team for a copy.

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