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Compensation Program Manager Jobs in Albuquerque, NM

GDIT

Program Director

Albuquerque, NM · Hybrid

$169K - $229K/yr

Program Delivery and Execution Job Qualifications: Skills: Leadership, Program Management ... Manage employee compensation and benefits * Ensure safety and security of personnel and government ...

Redwire Space

Supply Chain Program Lead

Albuquerque, NM · On-site

$138K/yr

The Material Program Manager serves as the primary supply chain partner to assigned programs ... How We Determine What We Pay (Compensation Philosophy) Redwire determines pay for positions using ...

Redwire Space

Supply Chain Program Lead

Albuquerque, NM · On-site

$133K/yr

The Material Program Manager serves as the primary supply chain partner to assigned programs ... How We Determine What We Pay (Compensation Philosophy) Redwire determines pay for positions using ...

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All JobsCompensation Program Manager JobsCompensation Program Manager Jobs in Albuquerque, NM

Compensation Program Manager information

See Albuquerque, NM salary details

$37.3K

$104.2K

$152.2K

How much do compensation program manager jobs pay per year?

As of Jun 21, 2026, the average yearly pay for compensation program manager in Albuquerque, NM is $104,164.00, according to ZipRecruiter salary data. Most workers in this role earn between $77,100.00 and $128,400.00 per year, depending on experience, location, and employer.

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 jobs pay 10,000 a month without a degree?

A Compensation Program Manager typically requires specialized knowledge in compensation strategies and may require a degree, but some related roles like sales managers, real estate brokers, or skilled trades can earn $10,000 or more monthly through experience, commissions, or certifications. High-paying roles often depend on industry, location, and individual skills, with some positions offering substantial income without formal degrees if complemented by relevant expertise and performance.

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 occupations make $500,000 a year?

Compensation Program Managers typically do not earn $500,000 annually; such high salaries are usually found in executive roles like CEOs, investment bankers, or specialized surgeons. High earnings in these fields often require extensive experience, advanced skills, and leadership responsibilities. Compensation at this level may also include bonuses, stock options, or profit sharing.

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 in the US pay 300,000 a year?

Compensation Program Managers in large corporations or financial institutions can earn $300,000 or more annually, especially with extensive experience, certifications, and leadership responsibilities. High-level executive roles such as Chief Compensation Officers or Compensation Directors also typically reach or exceed this salary level, often requiring advanced degrees and strategic expertise.
What are popular job titles related to Compensation Program Manager jobs in Albuquerque, NM? For Compensation Program Manager jobs in Albuquerque, NM, the most frequently searched job titles are:
What job categories do people searching Compensation Program Manager jobs in Albuquerque, NM look for? The top searched job categories for Compensation Program Manager jobs in Albuquerque, NM are:
Compensation Program Manager jobs near you
Infographic showing various Compensation Program Manager job openings in Albuquerque, NM as of June 2026, with employment types broken down into 1% Locum Tenens, 79% Full Time, 19% Part Time, and 1% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $104,164 per year, or $50.1 per hour.
Growth Program Manager

Growth Program Manager

Presbyterian Healthcare Services

Albuquerque, NM • On-site

$95K - $149K/yr

Full-time

Medical, Dental, Vision, Life

Posted 7 days ago

Presbyterian Healthcare Services rating

7.3

Company rating: 7.3 out of 10

Based on 158 frontline employees who took The Breakroom Quiz

254th of 874 rated healthcare providers

Job description

Location Address:
9521 San Mateo NEAlbuquerque, NM 87113-2237
Compensation Pay Range:
Minimum Offer $95,388.80Maximum Offer $149,364.80Now Hiring: Growth Program Manager
Summary:
Build Your Career. Make a Difference. We are seeking a skilled Growth Program Manager. The Senior Program Manager, Growth & Strategic Initiatives is responsible for leading and coordinating complex, cross-functional programs that support Presbyterian Healthcare Services' growth strategy. This role manages a diverse portfolio of initiatives, including technical implementations, ambulatory clinic development, and service line expansions, while also providing direct support to the Chief Growth Officer (CGO) and strategy team on priority strategic projects.
This position requires strong program management discipline, comfort operating across clinical, technical, and operational environments, and the ability to translate strategy into executable plans and executive-ready materials.
This role will report to the Director of Planning & Business Development and will collaborate across the CGO leadership team and our executive cross functional stakeholders.Type of Opportunity: Full timeJob Exempt: YesJob is based: Reverend Hugh Cooper Administrative CenterWork Shift: Days (United States of America)
Responsibilities:
This role ensures alignment across the enterprise, to include, as appropriate, technology, delivery system, health plan, finance, human resources, risk management, and other key stakeholders. This role drives structured execution, risk management, and stakeholder communication from initiation through sustainment. Success requires strong expertise in program management, system implementation, and the ability to translate strategic business needs into actionable technical plans.
Program Leadership & Delivery
  • Lead end to end program delivery for enterprise initiatives including technical programs and other growth strategies such as the building of new ambulatory sites and service line expansions.
  • Develop program roadmaps, charters, success criteria, KPIs, and reporting frameworks.
  • Drive cross functional alignment among IT, business operations, HR, finance, sales, and other partner areas.
  • Coordinate cross-functional teams including IT, clinical operations, finance, facilities, marketing, compliance, and external partners
  • Develop and maintain program plans, timelines, milestones, dependencies, and risk mitigation strategies
  • Facilitate decision-making by preparing clear analyses, options, and recommendations
  • Ambulatory clinic planning, development, and opening
  • Service line expansion initiatives across clinical and operational domains
  • Track progress, manage issues, and ensure delivery against scope, timeline, and budget

Technical Execution & Architecture Alignment
  • Partner with engineering, architecture, and security teams to ensure technical viability and alignment with enterprise standards.
  • Translate business requirements into clear technical deliverables, sprint plans, and integration specifications.
  • Oversee vendor coordination, SOWs, and solution delivery expectations.
  • Ensure alignment between technical solutions and operational workflows

Stakeholder Communication & Change Management
  • Own communication plans, steering committee updates, executive summaries, and status reporting.
  • Manage expectations and decision making across diverse stakeholder groups.
  • Support change management activities including training, documentation, and user adoption planning.
  • Identify opportunities to improve market share, competitive positioning, and consumer experience.

Risk, Issue, and Dependency Management
  • Identify risks early, develop mitigation plans, and escalate critical blockers as needed.
  • Coordinate dependencies across technology teams, external vendors, and business units.
  • Ensure compliance with security, data governance, and regulatory requirements.

Operationalization & Post Launch Support
  • Transition projects to operational teams with clear support models, SLAs, and process handoffs.
  • Monitor adoption, performance trends, and continuous improvement opportunities. improvement opportunities.
  • Support long term optimization of implemented systems and clinical service lines expansions and clinics as appropriate.

Strategic & Executive Support
  • Act as a strategic thought partner to the Chief Growth Officer on priority initiatives
  • Support development of executive-level materials, including PowerPoint presentations, briefing decks, and decision documents for the Executive Leadership Team, Board, and external audiences
  • Assist with synthesizing complex information into clear, concise narratives for senior leadership

Provide ad hoc support on high-priority strategic projects as needed
Qualifications:
Required Qualifications
  • Bachelor's degree required; Master's degree (MBA, MHA, or similar) preferred
  • 7+ years of experience in program or project management, preferably in healthcare, consulting, technology, or growth-focused roles
  • Demonstrated experience managing both technical initiatives and operational or facilities-based projects
  • Exceptional organizational, communication, and stakeholder management skills
  • Advanced proficiency in PowerPoint and executive-level presentation development
  • Ability to operate effectively in ambiguity and manage multiple priorities simultaneously
  • Strong understanding of program management methodologies (Agile, Scrum, Waterfall, hybrid).
  • Proven ability to lead cross functional teams and influence without direct authority. functional teams and influence without direct authority.
  • Excellent communication, executive level reporting, and stakeholder management skills. level reporting, and stakeholder management skills.
  • Strong analytical, problem solving, and prioritization abilities. solving, and prioritization abilities.

Preferred Qualifications
  • Strong understanding of healthcare operations, ambulatory care, or service line development preferred
  • Demonstrated experience delivering programs such as:
    • CRM (Salesforce, Dynamics, HubSpot, etc.) implementations
    • Enterprise integrations or system modernization
    • Data and analytics platform deployments
  • PMP, PgMP, or PMI ACP certification.
  • Background working in high growth environments or leading transformation initiatives.
  • Experience with vendor management, RFPs, SOWs, and third party solution delivery.

All benefits-eligible Presbyterian employees receive a comprehensive benefits package that includes medical, dental, vision, short-term and long-term disability, group term life insurance and other optional voluntary benefits.
Wellness
Presbyterian's Employee Wellness rewards program is designed to provide you with engaging opportunities to enhance your health and activate your well-being. Earn gift cards and more by taking an active role in our personal well-being by participating in wellness activities like wellness challenges, webinar, preventive screening and more.
Why work at Presbyterian?
As an organization, we are committed to improving the health of our communities. From hosting growers' markets to partnering with local communities, Presbyterian is taking active steps to improve the health of New Mexicans.
About Presbyterian Healthcare Services
Presbyterian exists to improve the health of patients, members, and the communities we serve. We are locally owned, not-for-profit healthcare system of nine hospitals, a statewide health plan and a growing multi-specialty medical group. Founded in New Mexico in 1908, we are the state's largest private employer with nearly 14,000 employees - including more than 1600 providers and nearly 4,700 nurses.
Our health plan serves more than 580,000 members statewide and offers Medicare Advantage, Medicaid (Centennial Care) and Commercial health plans.
AA/EOE/VET/DISABLED. PHS is a drug-free and tobacco-free employer with smoke free campuses.
We're Determined to Support New Mexico's Well-Being | Presbyterian Healthcare Services

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About Presbyterian Healthcare Services

Sourced by ZipRecruiter

Presbyterian Healthcare Services exists to improve the health of patients, members and the communities we serve. We are a locally owned, not-for-profit healthcare system of nine hospitals, a statewide health plan and a growing multi-specialty medical group. Founded in New Mexico in 1908, we are the state's largest private employer with nearly 14,000 employees - including more than 1,600 providers and nearly 4,700 nurses.

Industry

Hospitals

Company size

10,000+ Employees

Headquarters location

Albuquerque, NM, US

Year founded

1908

Social media

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