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Compensation Program Manager Jobs in Illinois (NOW HIRING)

CDW

Manager, Compensation

Chicago, IL · On-site

Partners with Leadership to align compensation programs with the strategic objectives of the business. * Manages compensation projects in cooperation with CWS, Legal, IT, and Finance. * Analyzes ...

New

Trace Systems

Program Manager

Scott Air Force Base, IL · On-site

$115K - $150K/yr

Program Manager Location: Scott AFB, Illinois Job Responsibilities Trace Systems is seeking an ... Actual compensation within the range may vary based on factors including, but not limited to ...

CDW

Manager, Compensation

Chicago, IL · On-site

Partners with Leadership to align compensation programs with the strategic objectives of the business. * Manages compensation projects in cooperation with CWS, Legal, IT, and Finance. * Analyzes ...

New

Cyera

Program Manager

Chicago, IL · On-site +1

$75K - $90K/yr

THE OPPORTUNITY Cyera is seeking a Program Manager, Marketing to support and scale our marketing ... COMPENSATION INFORMATION: Compensation Range: $75,000-$90,000 The range represents total ...

Ventura Solutions LLC

Program Manager

Chicago, IL

$55 - $70/hr

Our client is seeking a Program Manager who will work with subject matter experts to establish the ... Potential for contract-to-hire conversion Compensation & Benefits * Hourly rate $55-$70 * Medical ...

Ventura Solutions LLC

Program Manager

Chicago, IL · On-site

$55 - $70/hr

Our client is seeking a Program Manager who will work with subject matter experts to establish the ... Potential for contract-to-hire conversion Compensation & Benefits * Hourly rate $55-$70 * Medical ...

Ventura Solutions LLC

Program Manager

Chicago, IL

$55 - $70/hr

Our client is seeking a Program Manager who will work with subject matter experts to establish the ... Potential for contract-to-hire conversion Compensation & Benefits * Hourly rate $55-$70 * Medical ...

The Altus Group

Manager, Sales Compensation

Chicago, IL · On-site

$135K - $155K/yr

... management, compensation audits, and analytics. You will provide data-based solutions to influence ... program to optimize revenue growth and support strategic objectives for the company's overall ...

company1025

Program Manager

Shelbyville, IL · On-site

$100/hr

Description The program manager will assist in the launch of specific turbocharger programs. This ... COMPENSATION & BENEFITS: The pay range provided represents the expected compensation for this ...

Ametek

Program Manager

Waukegan, IL · On-site

The Program Manager is responsible for planning, executing, and delivering complex New Product ... Competitive compensation, including holiday pay and paid time off * Comprehensive benefits package ...

New

Dynacast

Program Manager

Elgin, IL · On-site

$90K/yr

... Program Manager. Come join a global leader in precision die-casting; be part of a team producing ... We offer a competitive compensation and benefits package which includes: * Medical, Vision and ...

Resource 1

Compensation Manager

Chicago, IL · On-site

Resource 1 is seeking an experienced Compensation Manager to provide day-to-day leadership of compensation programs for a large university. This role will manage operational compensation activities ...

UL Solutions

Program Manager

Northbrook, IL · Hybrid

$120K - $140K/yr

We understand compensation is an important factor as you consider the next step in your career. The ... Manage verification programs through the full lifecycle, including opportunity assessment, approval ...

Barrow Wise Consulting

Program Manager

Chicago, IL · On-site

The Program Manager will support Barrow Wise's Illinois Secretary of State transformation project ... We offer competitive compensation packages, excellent benefits, and opportunities for growth and ...

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Compensation Program Manager information

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 Illinois?

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

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

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

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

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

Compensation Program Manager jobs near you
Infographic showing various Compensation Program Manager job openings in Illinois as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution.

Compensation Manager

Peak6 Investments LLC

Chicago, IL • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 19 days ago

Job description

WHO WE ARE
We are PEAK6, a leading investment firm, using technology to find a better way of doing things. The company's first tech-based solution was developed in 1997 to optimize options trading, and over the past two decades, the same formula has been used across a range of industries, asset classes, and business stages to consistently deliver superior results. Today, PEAK6 seeks transformational opportunities to provide capital and strategic support to entrepreneurs and forward-thinking businesses. PEAK6's core brands include PEAK6 Capital Management, PEAK6 Strategic Capital, Apex Fintech Solutions, FOCUS, We Insure, Evil Geniuses, Poker Power, Zogo, and Bruce Markets.
ABOUT THIS ROLE
The Compensation Manager is responsible for designing, implementing, and administering the organization's compensation programs to attract, retain, and motivate a high-performing workforce. This role ensures that all compensation structures, including base pay, incentive programs, and equity plans, are internally equitable, externally competitive, and aligned with the company's strategic objectives. The Compensation Manager partners closely with HR Business Partners, Finance, and senior leadership to provide data-driven insights and recommendations that support total rewards strategy and workforce planning. Through rigorous market analysis, job evaluation, and compliance oversight, this position plays a critical role in maintaining a fair and legally compliant compensation framework across the organization.
You'll be responsible for:
  • Design, implement, and manage base pay structures, salary bands, and merit increase programs aligned with organizational strategy and market competitiveness.
  • Administer short-term and long-term incentive plans, including annual bonus programs, sales compensation plans, and equity-based awards.
  • Conduct regular reviews of compensation programs to ensure internal equity, external competitiveness, and alignment with business goals.
  • Partner with HR leadership to develop and refine total rewards philosophy, ensuring programs support talent acquisition and retention objectives.
  • Manage the annual compensation planning cycle, including merit, bonus, and equity processes, in collaboration with HR Business Partners and Finance.
  • Lead participation in third-party compensation surveys and analyze results to benchmark roles against relevant industry and geographic markets.
  • Conduct job evaluations and maintain job architecture, including job leveling, titling standards, and FLSA classifications across the organization.
  • Develop and present competitive market analyses and pay recommendations to support new hire offers, promotions, and internal equity adjustments.
  • Monitor external market trends, legislative changes, and emerging best practices to proactively identify gaps and recommend program enhancements.
  • Maintain and update the organization's job catalog, ensuring accurate and consistent job documentation across all functions and levels.
  • Serve as a subject matter expert and trusted advisor to HR Business Partners, recruiters, and business leaders on compensation-related matters.
  • Develop and deliver training and educational materials to help managers and HR partners understand and apply compensation guidelines and philosophy.
  • Support mergers, acquisitions, and organizational restructuring initiatives by conducting compensation due diligence and integration planning.
  • Collaborate with Finance on compensation forecasting, budgeting, and cost modeling to support workforce and business planning activities.
  • Ensure all compensation programs and practices comply with applicable federal, state, and local regulations, including FLSA, Equal Pay Act, and pay transparency laws.
  • Prepare and analyze compensation data and metrics, delivering actionable insights and dashboards to HR leadership and business stakeholders.
  • Support pay equity analyses and audits, identifying disparities and recommending corrective actions to promote fair and equitable pay practices.
  • Maintain accurate compensation data within the HRIS, ensuring data integrity and supporting system configuration related to compensation modules.
  • Prepare required regulatory filings and disclosures related to compensation as needed.

Your Experience
  • Bachelor's degree in Human Resources, Business Administration, Finance, or a related field preferred.
  • Certified Compensation Professional (CCP) designation through WorldatWork strongly preferred; PHR, SPHR, or SHRM-CP/SCP certification a plus.
  • High School Diploma Required
  • Minimum of 5-7 years of progressive experience in compensation, total rewards, or a related HR function required.
  • Demonstrated experience designing and administering broad-based compensation programs, including base pay structures and incentive plans, in a mid-to-large organization.
  • Prior experience conducting market pricing, job evaluation, and compensation analysis using third-party survey sources such as Mercer, Willis Towers Watson, or Radford required.
  • Advanced proficiency in Microsoft Excel and experience with data modeling, compensation analysis, and the use of HRIS platforms such as Workday
  • Strong knowledge of federal and state compensation-related regulations including FLSA, Equal Pay Act, and emerging pay transparency legislation.
  • Exceptional analytical and quantitative skills with the ability to translate complex data into clear, concise recommendations for a variety of audiences including senior leadership.
  • Excellent interpersonal and communication skills with demonstrated ability to build collaborative relationships, influence without authority, and manage multiple stakeholders effectively.
  • High level of integrity, discretion, and professionalism when handling sensitive and confidential compensation information, with strong attention to detail and organizational skills.

OUR REWARDS
We offer a robust package of employee perks and benefits, including healthcare benefits (medical, dental and vision, EAP), competitive PTO, 401k match, parental leave, and HSA contribution match. We also provide our employees with a paid subscription to the Calm app and offer generous external learning and tuition reimbursement benefits. As a hybrid workforce, we offer our employees the ability to work remotely up to two days a week.
Base pay offered may vary depending on job-related knowledge, skills, experience, and office location. This position also may be eligible for a discretionary annual bonus in addition to a range of health & wellness benefits, enhancing your overall compensation package.
Base Salary Range
$122,400-$153,000
PEAK6 is proud to be an equal opportunity employer that does not discriminate on the basis of race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, veteran status, marital status, or any other protected characteristic. Our hiring practices ensure that all qualified applicants receive fair consideration without regard to these characteristics.
PEAK6 is committed to creating an inclusive and accessible workplace for all candidates, including those with disabilities. We are dedicated to ensuring equal employment opportunities and providing reasonable accommodations to qualified individuals with disabilities. If you require reasonable accommodations to participate in the application or interview process, please contact our HR department at hr@peak6.com. We will work with you to provide the necessary accommodations to ensure your full participation in our hiring process.
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