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Compensation Program Manager Jobs in Ohio (NOW HIRING)

Eos Energy Enterprises

Manager, Compensation

Nova, OH · On-site

Manages day-to-day activities of compensation programs. * Develops and recommends new compensation programs and changes to existing programs to support the Company's compensation philosophy and ...

New

Eosenergystorage

Manager, Compensation

Nova, OH

Manages day-to-day activities of compensation programs. * Develops and recommends new compensation programs and changes to existing programs to support the Company's compensation philosophy and ...

New

Owen Daniels

Program Manager

Akron, OH · On-site

Program Manager Owen Daniels is currently partnered with a global aerospace technology leader that ... Competitive compensation with Annual Incentive Plan participation * Comprehensive medical, dental ...

New

TQL

Compensation Manager

Cincinnati, OH

We are seeking a Compensation Manager to lead the design, implementation, and governance of our broad-based compensation programs. This role will ensure TQL's pay strategies remain competitive ...

Leidos

Program Manager

Beavercreek, OH · On-site

$131K - $237K/yr

The Program Manager will serve as the primary interface between Leidos leadership, government ... compensation or salary. Additional factors considered in extending an offer include (but are not ...

Leidos

Program Manager

Beavercreek, OH · On-site

$131K - $237K/yr

The Program Manager will serve as the primary interface between Leidos leadership, government ... compensation or salary. Additional factors considered in extending an offer include (but are not ...

Guidehouse

Program Manager

Beavercreek, OH · On-site

$102K - $170K/yr

Program Management responsibilities include the following: * Assist USG Program Managers with ... Compensation decisions depend on a wide range of factors, including but not limited to skill sets ...

Guidehouse

Program Manager

Beavercreek, OH · On-site

$102K - $170K/yr

Program Management responsibilities include the following: * Assist USG Program Managers with ... Compensation decisions depend on a wide range of factors, including but not limited to skill sets ...

North Point Technology

Program Manager

Maumee, OH

Program Manager North Point Technology is hiring a Program Manager. This role leads delivery of the ... We value our employees by providing excellent compensation, benefits, and a flexible work-life ...

New

Vision to Learn

Program Manager

Columbus, OH · On-site

$70K - $80K/yr

Program Manager LOCATION: Columbus REPORTS TO ... Director of Operations COMPENSATION: $70,000-$80,000/yr JOB TYPE: Full Time + Benefits ABOUT VISION ...

Radiance Technologies

Program Manager

Beavercreek, OH · On-site

... compensation, professional development opportunities, and a collaborative work environment ... Lead cross-functional teams of program managers, engineers, analysts, and technical subject-matter ...

Radiance Technologies

Program Manager

Beavercreek, OH · On-site

... compensation, professional development opportunities, and a collaborative work environment ... Lead cross-functional teams of program managers, engineers, analysts, and technical subject-matter ...

Semiserve

Program Manager

Columbus, OH

$155K - $175K/yr

Program Manager (Electrical Power Distribution) Location: Columbus, OH Schedule: Monday-Friday (On ... Compensation & Benefits * Salary: $157,000 - $174,000 * PTO/ESST and paid holidays * Medical ...

CONSERVATION INTERNATIONAL

International Compensation Manager Conservation International protects nature for the benefit of ... The position supports compensation programs, governance, and decision-making to ensure alignment ...

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All JobsCompensation Program JobsCompensation Program Manager JobsCompensation Program Manager Jobs in Ohio

Compensation Program Manager information

See Ohio salary details

$32.8K

$98.9K

$155.8K

How much do compensation program manager jobs pay per year?

As of Aug 31, 2026, the average yearly pay for compensation program manager in Ohio is $98,919.00, according to ZipRecruiter salary data. Most workers in this role earn between $65,500.00 and $127,300.00 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 Ohio?

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

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

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

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

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

Compensation Program Manager jobs near you
Infographic showing various Compensation Program Manager job openings in Ohio 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, with an average salary of $98,919 per year, or $47.6 per hour.

Manager, Compensation

Nova, OH • On-site

Eos Energy Enterprises
Clean Energy Semiconductors Manufacturing • 201 - 500 employees
Learn more about Eos Energy Enterprisesexternal

Full-time

Posted 3 days ago

New

Job description

About Eos Energy Enterprises
Eos Energy Enterprises, Inc. is accelerating the shift to American energy independence with positively ingenious solutions that transform how the world stores power. Our breakthrough Znyth™ aqueous zinc battery was designed to overcome the limitations of conventional lithium-ion technology. It is safe, scalable, efficient, sustainable, manufactured in the U.S., and the core of our innovative systems that today provides utility, industrial, and commercial customers with a proven, reliable energy storage alternative for 3 to 12-hour applications. Eos was founded in 2008 and is headquartered in Edison, New Jersey. For more information about Eos (NASDAQ: EOSE), visit eose.com.
Overall Summary:
The Manager, Compensation is responsible for the design, administration, and continuous improvement of the Company's compensation programs, including job evaluation, base pay administration, annual merit planning, incentive compensation, executive compensation, and other reward programs. This role partners with HR and business leadership to ensure compensation programs are competitive, equitable, aligned with business objectives, and compliant with applicable regulations. The position is responsible for managing the long-term incentive plan and leading, program design, job architecture, compensation structure, and governance initiatives.
Job Responsibilities:
  • Manages day-to-day activities of compensation programs.
  • Develops and recommends new compensation programs and changes to existing programs to support the Company's compensation philosophy and business objectives.
  • Develops and administers compensation program processes, procedures, analytical tools, and governance practices.
  • Leads annual compensation processes, including the annual compensation review process, promotional increases, market adjustments, and incentive compensation administration.
  • Conducts market pricing and compensation analyses to ensure external competitiveness and internal equity.
  • Oversees the administration and governance of the Company's long-term incentive plan, including vendor management, participant communications, reporting, compliance, and ongoing program effectiveness.
  • Supports the design, administration, and governance of executive compensation programs, including executive salary structures, annual incentives, and long-term incentive programs.
  • Conducts executive compensation benchmarking and market analyses utilizing external survey data and industry best practices.
  • Prepares compensation analyses, recommendations, and presentation materials for senior leadership and executive compensation discussions.
  • Leads the development, implementation, and maintenance of the Company's job architecture framework, including job families, career levels, and job leveling methodologies.
  • Designs and maintains salary structures, pay grades, and compensation frameworks that support organizational growth, career progression, and workforce planning.
  • Partners with HR Business Partners and business leaders to evaluate organizational changes and ensure appropriate job leveling and compensation alignment.
  • Establishes and maintains governance processes for job evaluation, job leveling, and compensation decision-making.
  • Functions as a business partner with HR, line management, and senior leadership on compensation initiatives involving the review, development, and redesign of programs and structures.
  • Provides training, guidance, and support to leaders and Human Resources related to compensation programs, policies, and practices.
  • Develops compensation reporting, analytics, and workforce insights to support informed business decisions.
  • Monitors market trends, emerging compensation practices, and regulatory developments and recommends program enhancements as appropriate.
  • Ensures compensation programs comply with applicable laws, regulations, guidelines, processes, and procedures.

Education/Experience:
  • Bachelor's degree in business, human resources, finance, economics, or a related field.
  • 8+ years of progressive compensation experience, including responsibility for compensation program design, administration, and analysis.
  • Experience administering and managing broad-based compensation programs, including annual compensation planning and short and long-term incentive programs.
  • Experience supporting executive compensation programs, including executive market benchmarking, incentive plans, and long-term incentive administration.
  • Demonstrated experience developing and/or managing job architecture frameworks, job leveling methodologies, salary structures, and career pathing programs.
  • Experience with Workday required.
  • CCP (Certified Compensation Professional) preferred.
  • Experience in a union environment preferred.

Skills/Abilities:
  • Exceptional communication, project management, and relationship-building skills.
  • Ability to work collaboratively and cultivate strong partnerships with internal and external stakeholders.
  • Well-developed analytical, organizational, and problem-solving skills.
  • Strategic thinker with the ability to navigate complex organizational environments and influence decision-making.
  • Demonstrated expertise in compensation strategy, job evaluation, job architecture, career leveling, and salary structure design.
  • Strong knowledge of executive compensation principles, incentive plan administration, and market pricing methodologies.
  • Experience managing complex projects and delivering high-quality recommendations and solutions.
  • Advanced proficiency in Microsoft Office, including strong Excel skills.
  • Ability to analyze and interpret large volumes of compensation and workforce data to develop meaningful insights and recommendations.
  • Proactive and results-oriented with exceptional attention to detail.
  • Ability to manage multiple priorities in a fast-paced and evolving environment.
  • Ability to maintain confidentiality and handle highly sensitive information with professionalism and discretion.
  • High level of integrity and ethical standards.
  • Strong financial and business acumen preferred.

Working Conditions:
The work environment includes a combination of office settings and interactions with employees in various work locations.
Office Environment:
Must be able to remain in a stationary position 50% of the time and occasionally move about inside the office to access file cabinets, office machinery, etc. Required to have close visual acuity to perform activities such as preparing and analyzing data and figures, transcribing, viewing a computer terminal, and extensive reading. May be required to exert up to 25 pounds of force occasionally to lift, carry, push, pull, or otherwise move objects.

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