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Compensation Program Manager Jobs in Oklahoma (NOW HIRING)

Pae

Program Director

Enid, OK

Develop and manage the program budget, ensuring that resources are allocated effectively to meet ... Compensation Details: 175K- 185K The compensation range or hourly rate listed for this position is ...

Amentum

Program Director

Enid, OK · On-site

Develop and manage the program budget, ensuring that resources are allocated effectively to meet ... Compensation Details: 175K- 185K The compensation range or hourly rate listed for this position is ...

State of Oklahoma

Program Specialist

Atoka, OK · On-site

$42.28K/yr

... Regular Compensation $42,281.75 Basic Purpose Positions in this job family are assigned ... This may include serving as an operating program manager assigned administrative, staff, or program ...

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Compensation Program Manager information

See Oklahoma salary details

$32.4K

$97.8K

$154K

How much do compensation program manager jobs pay per year?

As of May 29, 2026, the average yearly pay for compensation program manager in Oklahoma is $97,751.00, according to ZipRecruiter salary data. Most workers in this role earn between $64,700.00 and $125,800.00 per year, depending on experience, location, and employer.

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.

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 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 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 Oklahoma? For Compensation Program Manager jobs in Oklahoma, the most frequently searched job titles are:
What job categories do people searching Compensation Program Manager jobs in Oklahoma look for? The top searched job categories for Compensation Program Manager jobs in Oklahoma are:
Compensation Program Manager jobs near you
Compensation Analyst II

Compensation Analyst II

Loves Travel Stops & Country Store

Oklahoma City, OK • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 16 days ago

Love's Travel Stops rating

5.9

Company rating: 5.9 out of 10

Based on 763 frontline employees who took The Breakroom Quiz

389th of 711 rated retailers

Job description

Req ID: 481581
Benefits: *Fuel Your Growth with Love's - company funded tuition assistance program * Paid Time Off * Flexible Scheduling * 401(k) - 100% Match up to 5% * Medical/Dental/Vision Insurance after 30 days * Competitive Pay * Career Development * Hiring Immediately
Welcome to Love's: The Compensation Analyst II supports the administration, analysis and continuous improvement of compensation programs, policies and processes. This role conducts market pricing, job evaluation, job leveling and salary structure analysis, incentive administration and compensation reporting to help ensure pay programs are competitive, equitable, compliant and aligned with business objectives. The position partners closely with Human Resources Business Partners and leadership to provide data-driven compensation recommendations and operational support to the organization.
Job Functions:
  • Administer and support base pay and incentive compensation programs, including monthly, quarterly and annual incentive processes, plan calculations, validation, reporting and processing.
  • Conduct market pricing and benchmark analyses for new and existing positions using survey data and internal compensation information to support competitive and consistent pay decisions.
  • Evaluate jobs, support job description reviews, and recommend pay grades, salary ranges and title alignment for new roles and reclassification requests.
  • Participate in compensation surveys, prepare survey submissions, maintain vendor relationships, and analyze external market data and compensation trends.
  • Prepare analyses, reports, presentations and communications related to compensation budgets, pay programs, incentive schedules, guidelines and results; present information effectively to all levels of the organization, including executives; influence leaders through data-driven recommendations; and provide training as needed.
  • Partner with Human Resources Business Partner and business leaders to provide compensation guidance for hiring, promotions, transfers and other pay-related actions within established guidelines.
  • Audit compensation data, support HRIS data integrity, and assist with compensation models, cost projections and ad hoc analyses for leadership decision-making.
  • Support compliance with applicable federal, state and local compensation laws, regulations, company policies and audit requirements.
  • Maintain confidentiality of compensation information and contribute to continuous improvement of compensation processes, documentation and tools.

Experience and Qualifications:
  • Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, Economics or a related field required.
  • Three to five years of progressive compensation experience is required.
  • Experience with market analysis, job evaluation, salary structure administration and compensation data interpretation required.
  • Experience supporting deferred comp plans, annual incentive or bonus administration, compensation surveys, and HRIS-based reporting is preferred.
  • Certified Compensation Professional (CCP) designation, or progress toward certification, is a plus.

Skills and Demands:
  • Strong analytical, quantitative and problem-solving skills, with attention to detail and accuracy.
  • Strong verbal and written communication skills, including the ability to explain complex compensation information clearly and effectively to diverse audiences.
  • Proficiency in Microsoft Excel and PowerPoint, including the ability to build analyses, models, reports and presentations.
  • Ability to manage multiple priorities, meet deadlines, maintain confidentiality, and work effectively in a collaborative environment.
  • Working knowledge of compensation practices, market data sources, applicable pay regulations, and HR systems is required.
  • Requires prolonged sitting, some bending and stooping.
  • Requires normal range of hearing and vision and occasional lifting up to 25 pounds.
  • Manual dexterity sufficient to operate a computer keyboard and calculator.

Our Culture:
Fueling customers' journeys since 1964, innovation leads the way for this family-owned and operated business headquartered in Oklahoma City. With nearly 40,000 team members, travel stops are the core business along with products and services that provide value for professional drivers, fleets, traveling public, RVers, alternative energy and wholesale fuel customers. Giving back to communities and an inclusive workplace are hallmarks of the award-winning culture.
Love's is an Equal Opportunity Employer. Veterans encouraged to apply.

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