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Compensation Program Manager Jobs in Tennessee (NOW HIRING)

Revance

Senior Program Manager - Remote

Nashville, TN · Remote

$11K - $125K/yr

We are seeking a Senior Program Manager to lead and manage the execution of complex, cross ... Competitive Compensation including base salary and annual performance bonus. * Flexible PTO (12 ...

Oracle

Senior Principal Program Manager

Nashville, TN · On-site

$112K - $112K/yr

Join the Oracle Cloud Transformation & Delivery team as a Senior Principal Program Manager at our ... May be eligible for bonus, equity, and compensation deferral. Oracle maintains broad salary ranges ...

STV

Project/Program Manager - Aviation

Franklin, TN

$143K - $163K/yr

STV is seeking a Project/Program Manager to join our national aviation team to oversee and direct ... Candidates may substitute comparable experience for educational requirements Compensation Range ...

UHS

PROGRAM (Community) Manager

Mountain City, TN

Responsibilities Program (COMMUNITY) MANAGER - Full-Time Mountain Youth Academy (a UHS company ... Shift differentials are also part of the compensation package. ***This role requires a successful ...

UHS

PROGRAM (Community) Manager

Mountain City, TN · On-site

Responsibilities Program (COMMUNITY) MANAGER - Full-Time Mountain Youth Academy (a UHS company ... Shift differentials are also part of the compensation package. ***This role requires a successful ...

Oracle

Senior Principal Program Manager

Nashville, TN

$112K - $112K/yr

May be eligible for bonus, equity, and compensation deferral. Oracle maintains broad salary ranges ... in project management, program management, portfolio management, and/or business analysis

Oracle

Senior Principal Program Manager

Nashville, TN · On-site

$112K - $112K/yr

May be eligible for bonus, equity, and compensation deferral. Oracle maintains broad salary ranges ... in project management, program management, portfolio management, and/or business analysis

City of Chattanooga

Manager Energy Program

Chattanooga, TN · On-site

$86K - $96K/yr

Competitive Compensation: Robust pay scales that reflect our commitment to our staff. * Work-Life ... The Manager Energy Program is a stand-alone position. ESSENTIAL FUNCTIONS: (The following duties ...

Forward Healthcare

Sleep Program Manager

Lenoir City, TN · On-site

$60K - $70K/yr

FORWARD HEALTHCARE Sleep Program Manager Full-Time • Lenoir City, Tennessee • $60,000 - $70,000 ... are a plus Compensation & Benefits * Salary: $60,000 - $70,000 annually, commensurate with ...

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Compensation Program Manager information

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 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 does a compensation manager do?

A compensation manager develops and manages salary structures, incentive programs, and benefits to ensure competitive and equitable pay practices within an organization. They analyze market data, ensure compliance with regulations, and collaborate with HR and leadership to align compensation strategies with company goals. Strong analytical skills and knowledge of compensation tools are essential for this role.

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 pay $500,000 a year in the US?

In the US, Compensation Program Managers typically do not earn $500,000 annually; such high salaries are more common in executive roles like CEOs, investment bankers, or specialized surgeons. High compensation in these roles often depends on experience, industry, company size, and performance bonuses. Senior-level positions in finance, technology, or healthcare may reach or exceed this level with bonuses and stock options.

What job makes $1,000,000 a year?

In the field of compensation program management, earning $1,000,000 annually is uncommon and typically associated with executive-level roles such as Chief Compensation Officer or other C-suite positions in large corporations. These roles often include performance bonuses, stock options, and other incentives that can significantly increase total compensation. Most compensation managers earn a median salary well below this figure, with top executives reaching higher earnings through additional compensation packages.
What are popular job titles related to Compensation Program Manager jobs in Tennessee? For Compensation Program Manager jobs in Tennessee, the most frequently searched job titles are:
What job categories do people searching Compensation Program Manager jobs in Tennessee look for? The top searched job categories for Compensation Program Manager jobs in Tennessee are:
Compensation Program Manager jobs near you

Workers' Compensation (WC) Supervisor

Tennessee Orthopaedic Alliance, PA

Knoxville, TN • On-site

Full-time

Posted 19 days ago

Job description

The Workers' Compensation (WC) Supervisor is responsible for the oversight, coordination, and optimization of all workers' compensation workflows across assigned practice locations. This role ensures efficient claim processing, timely authorizations, accurate documentation, and seamless coordination between clinical teams and external stakeholders.
The WC Supervisor plays a critical role in supporting orthopaedic providers by ensuring that all components of the workers' compensation lifecycle-from initial intake through return-to-work-are executed with operational excellence, regulatory compliance, and a focus on patient outcomes and employer satisfaction.
Essential Functions
Workers' Compensation Program Oversight
  • Oversee the end-to-end workers' compensation process across assigned clinics to ensure consistency, efficiency, and compliance.
  • Serve as the subject matter expert (SME) for all WC-related workflows, payer requirements, and regulatory guidelines.
  • Develop, implement, and maintain standardized workflows to improve operational performance and reduce delays in care.
  • Monitor and address workflow gaps impacting patient access, authorizations, and claim progression.

Patient Intake & Claims Management
  • Ensure all WC patients are accurately registered with verified demographics, insurance, and authorization status prior to services being rendered.
  • Act as the primary liaison between the clinic and external stakeholders, including employers, adjusters, nurse case managers, and legal representatives.
  • Ensure all required documentation (e.g., work status forms, DWC forms, medical records) is completed, received, and distributed timely.
  • Maintain accurate tracking of claims and ensure documentation aligns with clinical services rendered.

Clinical Coordination & Authorizations
  • Oversee the timely submission and follow-up of all authorization requests for surgeries, imaging, injections, and durable medical equipment (DME).
  • Partner with physicians, clinical staff, and surgery scheduling teams to ensure all required documentation supports medical necessity and payer requirements.
  • Ensure alignment between provider dictation, orders, and authorization submissions to prevent denials or delays.
  • Escalate authorization barriers and collaborate with leadership and payers to resolve issues efficiently.

Return-to-Work (RTW) & Care Coordination
  • Ensure work status documentation is completed accurately and communicated to all required parties within established timeframes.
  • Monitor and track patient progress to support timely return-to-work outcomes.
  • Communicate functional limitations, restrictions, and light-duty status clearly to employers and case managers.
  • Coordinate ancillary services, including physical therapy (PT), imaging, and functional capacity evaluations (FCEs), to support continuity of care.

Performance Monitoring & Reporting
  • Track and report key performance indicators (KPIs), including:

    • Authorization turnaround times
    • Surgical conversion rates for WC patients
    • Work status form completion and timeliness
    • Days to return-to-work
    • WC case volume and growth trends
    • Analyze data to identify trends, barriers, and opportunities for operational improvement.
    • Provide regular reporting and updates to clinic and market leadership.

Education, Training & Staff Development
  • Provide ongoing education and training to physicians and clinic staff on WC processes, documentation requirements, and regulatory updates.
  • Ensure providers understand the importance of timely and accurate dictation to support authorizations and claims processing.
  • Train and mentor WC coordinators and administrative staff to ensure consistency across locations.

Business Development & Market Growth
  • Partner with marketing and leadership to support growth of the WC program across the East TN market.
  • Build and maintain relationships with local employers, adjusters, and case managers.
  • Participate in networking events and outreach efforts to increase WC referrals and case volume.
  • Identify opportunities to expand services and improve employer engagement.

Supervisory Responsibilities
  • Direct oversight of Workers' Compensation Coordinators and/or support staff (if applicable).
  • Responsible for training, performance management, and workflow accountability within the WC function.

Qualifications
Education:
  • High School Diploma required; Associate's or Bachelor's degree in Healthcare Administration or related field preferred.

Experience:
  • Minimum 3-5 years of workers' compensation experience in a healthcare setting required.
  • Orthopaedic or surgical practice experience strongly preferred.
  • Previous leadership or supervisory experience preferred.

Knowledge & Skills:
  • Strong knowledge of workers' compensation processes, payer requirements, and regulatory compliance.
  • Understanding of orthopaedic workflows, surgical scheduling, and medical terminology.
  • Ability to manage multiple priorities and drive process improvements in a fast-paced environment.
  • Strong communication, organizational, and problem-solving skills.
    Proficiency in EMR systems and Microsoft Office applications.

Work Environment & Physical Demands
  • Primarily office and clinical setting with frequent interaction with patients, providers, and external stakeholders.
  • Prolonged periods of sitting, standing, and computer use.

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

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