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Compensation Program Manager Jobs in Albuquerque, NM

TechSource, LLC.

Program Engineer

Albuquerque, NM

X activities, and project management skills to develop and maintain a program baseline, analyze ... Actual compensation will be determined based on factors including skills, experience ...

Salas O'Brien

Program Engineer

Albuquerque, NM · On-site

$200K - $220K/yr

X activities, and project management skills to develop and maintain a program baseline, analyze ... Actual compensation will be determined based on factors including skills, experience ...

CNM LLP

CDL Training Manager

Albuquerque, NM · On-site

$28.61 - $36.49/hr

Compensation: $28.61 - $36.49 Compensation Type: Salary Employment Type: Regular Grade: NE08 ... Oversees all aspects of the daily operations of the on-site ABQ CDL program, ensuring compliance ...

Chess

CDL Training Manager

Albuquerque, NM · On-site

$28.61 - $36.49/hr

Compensation: $28.61 - $36.49 CompensationType: Salary Employment Type: Regular Grade: NE08 ... Oversees all aspects of the daily operations of the on-site ABQ CDL program, ensuring compliance ...

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Showing results 21-40

All JobsCompensation Program 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 Aug 7, 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.

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 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.

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 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 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 August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 17% Part Time, 1% Temporary, and 4% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $104,164 per year, or $50.1 per hour.

Sales Compensation and Finance Manager

HP Development Company, L.P.

Rio Rancho, NM • On-site

$78K - $114K/yr

Full-time

Medical, Dental, Vision, Life, PTO

Posted 26 days ago

Job description

Sales Compensation and Finance Manager
Description -
The HP Store is the ecommerce shopping experience for customers wanting to buy PCs, printers and other products directly from HP. The HP store team is a dynamic, fast-paced ecommerce organization with an entrepreneurial, collaborative environment and digital-first mindset. Within the HP Store, the Sales Operations team is looking for a Sales Compensation and Finance Manager who will be focused on creating and delivering effective sales compensation programs for the Sales and Contact Center. Additionally, this role will manage OPEX reporting and forecasting in collaboration with key stakeholders to ensure profitability for the HP Store.
What Success Looks Like
  • Sales compensation programs are accurate, timely, clearly documented and trusted by sales leaders, finance partners and team members.
  • Forecasts, models and business analyses translate complex data into clear recommendations that support profitable growth for the HP Store.
  • OPEX reporting and close processes are delivered with strong controls, clear narratives and proactive identification of risks or opportunities.
  • Cross-functional partners understand the "why" behind compensation, quota and financial recommendations and have the information needed to make decisions.
  • Processes improve over time through automation, better analytics, effective use of AI tools and continuous learning.

Role and Responsibilities
  • Manages sales compensation process for sales teams including design, data collection, reporting, auditing and submitting for payment. Manages inquiries regarding performance and payment.
  • Develops robust statistical and financial models to trend and forecast business performance at multiple levels based on historical and forecasted data.
  • Provides analysis and insight into performance trends, distribution and anomalies; makes recommendations to inform quota setting process.
  • Helps with setting sales agent quota in alignment with operational plan and budget. Provides recommendations to sales leaders regarding effective quota methods and develops sound, data-driven quota-setting processes.
  • Manages the monthly finance closing process and prepares monthly narratives describing any trends or issues found. Regularly reports on financial metrics to ensure business performance maintains scalability and profitability.
  • Works closely with finance team to develop quarterly and annual OPEX forecast, incorporating business strategy, seasonality and business trends.
  • Manages complex and sensitive information (financial and agent compensation data) with a high level of security, accuracy and integrity. Uses an effective audit process to ensure accuracy before submission. Ensures timely submission of required data for dependent processes.
  • Develops models to analyze and evaluate project investments using objective metrics and tracks project ROI over time.
  • Identifies cutting-edge financial models, including AI, for forecasting financial performance; continuously innovates ways of viewing and measuring the business to trend performance and identify areas of focus.

Education and Experience Required
Typically 4-6 years of experience in strategy, planning, operations, finance, compensation management or related functional area. Bachelor's degree required. MBA preferred.
Knowledge and Skills
  • Knowledge of Excel (Advanced) and basic statistical analysis
  • Excellent analytical thinking, technical analysis, and large dataset manipulation skills.
  • Skilled in using AI tools to analyze and summarize data, produce narratives.
  • Experience handling sensitive financial/compensation information
  • Ability to learn and draw on new analytical techniques to develop creative approaches to business analysis.
  • Strong business acumen and technical knowledge within area of responsibility.
  • Strong verbal communication and presentation skills.
  • Strong project and task management skills.
  • Demonstrated ability to build strong relationships cross-functionally.
  • Ability to lead cross-functional projects or initiatives.
  • Ability to identify and summarize relevant trends and issues to various levels of stakeholders.
  • Ability to apply a growth mindset to all aspects of the role.

Salary
The pay range for this role is $78,850 to $114,350 USD annually with additional
opportunities for pay in the form of bonus and/or equity (applies to United
States of America candidates only). Pay varies by work location, job-related
knowledge, skills, and experience.
Benefits:
HP offers a comprehensive benefits package for this position, including:
* Health insurance
* Dental insurance
* Vision insurance
* Long term/short term disability insurance
* Employee assistance program
* Flexible spending account
* Life insurance
* Generous time off policies, including;
* 4-12 weeks fully paid parental leave based on tenure
* 11 paid holidays
* Additional flexible paid vacation and sick leave (US benefits overview
[https://hpbenefits.ce.alight.com/])
The compensation and benefits information is accurate as of the date of this
posting. The Company reserves the right to modify this information at any time,
with or without notice, subject to applicable law.
Job -
Business Planning
Schedule -
Full time
Shift -
No shift premium (United States of America)
Travel -
Relocation -
Equal Opportunity Employer (EEO) -
HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).
Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.
For more information, review HP's EEO Policy or read about your rights as an applicant under the law here: "Know Your Rights: Workplace Discrimination is Illegal"

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