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Compensation Program Manager Jobs in Birmingham, AL

Surge Staffing

Program Manager

Birmingham, AL

$22 - $24/hr

The Program Manage r is primarily responsible for effectively meeting the temporary help and/or ... Process and assist with Workers Compensation claims * Reconcile invoices from all vendors * Other ...

Surge Staffing

Program Manager

Birmingham, AL · On-site

$22 - $24/hr

The Program Manage r is primarily responsible for effectively meeting the temporary help and/or ... Process and assist with Workers Compensation claims * Reconcile invoices from all vendors * Other ...

Surge Staffing

Program Manager

Birmingham, AL · On-site

$48 - $72/hr

The Program Manager is primarily responsible for effectively meeting the temporary help and/or ... Process and assist with Workers Compensation claims * Reconcile invoices from all vendors * Other ...

Royal Cup, Inc.

Compensation Manager

Birmingham, AL · On-site

Job Title: Compensation Manager Reports To: Chief Human Resources Officer Location: Onsite in ... You are a subject matter expert who loves translating business goals into competitive pay programs.

Royal Cup Coffee

Compensation Manager

Birmingham, AL · On-site

Job Title: Compensation Manager Reports To: Chief Human Resources Officer Location: Onsite in ... You are a subject matter expert who loves translating business goals into competitive pay programs.

Pwc

SAP Program Manager- Manager

Birmingham, AL

$99K - $232K/yr

... SAP Program Manager, you will lead and manage large-scale SAP implementation projects, working ... Actual compensation within the range will be dependent upon the individual's skills, experience ...

Hibbett Retail, Inc.

Senior Compensation Analyst

Birmingham, AL · On-site

$77K - $101K/yr

... management on the process and recommendations. * Assures through audits, reports, and personal contact that the organization's compensation programs are consistently administered in compliance with ...

Pwc

SAP Program Manager- Senior Manager

Birmingham, AL

$124K - $280K/yr

... Program Manager - Senior Manager, you will lead large-scale SAP implementation projects ... Actual compensation within the range will be dependent upon the individual's skills, experience ...

Pwc

SAP Program Manager- Senior Associate

Birmingham, AL

$77K - $202K/yr

... SAP Program Manager - Senior Associate, you will lead the charge in overseeing and managing large ... Actual compensation within the range will be dependent upon the individual's skills, experience ...

Alzheimer's Association

Manager, Programs

Birmingham, AL · On-site

$60K - $70K/yr

Program Manager Position Location: Birmingham, Alabama Full time or Part Time: Full time Position Grade & Compensation: Grade 105 ( The Alzheimer's Association's good faith expectation for the salary ...

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Compensation Program Manager information

See Birmingham, AL salary details

$36.1K

$100.7K

$147.1K

How much do compensation program manager jobs pay per year?

As of Sep 6, 2026, the average yearly pay for compensation program manager in Birmingham, AL is $100,711.00, according to ZipRecruiter salary data. Most workers in this role earn between $74,500.00 and $124,200.00 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 Birmingham, AL?

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

What job categories do people searching Compensation Program Manager jobs in Birmingham, AL look for?

The top searched job categories for Compensation Program Manager jobs in Birmingham, AL are:

What cities near Birmingham, AL are hiring for Compensation Program Manager jobs?

Cities near Birmingham, AL with the most Compensation Program Manager job openings:

Compensation Program Manager jobs near you

Compensation Manager

Diversified Gas & Oil Corporation

Birmingham, AL • On-site

Full-time

Re-posted 26 days ago

Key responsibilities

  • Design, implement, and maintain compensation programs, including pay structures and incentive plans.

  • Conduct market pricing and benchmarking to ensure external competitiveness and internal equity, and develop salary structures and job frameworks.

  • Advise HR and business leaders on compensation decisions related to hiring, promotions, pay adjustments, and geographic differentials.

Job description

COMPANY PROFILE
Diversified Gas & Oil Corporation ("DGOC") is a wholly-owned subsidiary of Diversified Energy Company PLC, a US-based company listed on the New York Stock Exchange (NYSE) and London Stock Exchange (LSE) under the ticker symbol "DEC". Diversified Gas & Oil Corporation (DGOC) is an established owner and operator of producing conventional and unconventional natural gas & oil wells and midstream pipelines and compression stations in the United States. Headquartered in Birmingham, AL, our field operations are located throughout the Appalachian Basin in the states of Tennessee, Kentucky, Virginia, West Virginia, Ohio, and Pennsylvania. In 2021, Diversified announced our expansion into our Central Regional Focus Area, which includes producing areas within Louisiana, Texas, Oklahoma, and Arkansas
POSITION SUMMARY & RESPONSIBILITIES:
The Compensation Manager is responsible for designing, administering, and governing the organization's compensation programs to ensure they are competitive within the energy market, internally equitable, compliant with regulatory requirements, and aligned with business and operational strategy. This role partners closely with HR leadership, Finance, and business leaders to support sound, data-driven pay decisions across corporate, operational, and field-based roles.
This role requires prior compensation experience within the energy industry.
Key Responsibilities
  • Design, implement, and maintain compensation programs, including base pay structures, short- and long-term incentive plans, and other pay practices that support business performance and workforce retention in the energy sector.
  • Conduct market pricing and benchmarking using energy- and industry-specific compensation data to ensure external competitiveness and internal equity; develop and maintain salary structures, job architectures, and grading frameworks.
  • Advise HR partners and business leaders on compensation decisions related to hiring, promotions, transfers, geographic differentials, and pay adjustments for both exempt and non-exempt populations.
  • Ensure compliance with federal, state, and local compensation-related laws and regulations, including wage and hour requirements, pay equity standards, and regulations impacting field, operational, and shift-based employees.
  • Prepare, analyze, and maintain compensation analytics, dashboards, and reporting to support leadership decision-making, workforce planning, and regulatory or audit inquiries.
  • Partner with Finance and HR to support annual compensation planning, merit and incentive cycles, budgeting, forecasting, and cost modeling in a capital- and labor-intensive environment.
  • Support internal and external audits by providing compensation documentation, analyses, and reporting as required.
  • Serve as a project manager for compensation-related initiatives, including system implementations, job architecture redesigns, incentive plan enhancements, or process improvements.
  • Continuously evaluate and recommend enhancements to compensation programs, policies, and systems to improve effectiveness, scalability, and alignment with evolving business and regulatory needs.
  • Provide education, consultation, and guidance to HR partners and leaders on compensation philosophy, programs, and best practices, with an emphasis on operational and field workforce considerations.
  • Perform other duties as assigned.

POSITION REQUIREMENTS:
  • Bachelor's degree in Human Resources, Business Administration, Accounting, Finance, or a related field required; Master's degree and/or professional certifications (e.g., CCP) preferred.
  • 7-10 years of progressive experience in compensation or total rewards, with required experience in the energy industry.
  • Strong knowledge of compensation principles, job evaluation methodologies, market pricing, and incentive plan design, including experience supporting operational and field-based workforces.
  • Demonstrated experience interpreting and applying wage and hour, pay equity, and other compensation-related regulations.
  • Advanced analytical skills with the ability to translate complex data into clear, actionable insights for senior leaders.
  • Excellent communication, organizational, and stakeholder management skills with the ability to influence across multiple levels of the organization.
  • Proficiency with Microsoft Office Suite, particularly Excel; experience with HRIS and compensation management systems strongly preferred.

Physical Requirements and Working Conditions
  • Prolonged periods of working at a desk and on a computer.

Additional Requirements
  • Ability to lift up to 15 pounds as needed.
  • Occasional travel may be required to support business operations, vendor meetings, and employee engagement activities.
  • Ability to maintain confidentiality and exercise discretion when handling sensitive employee and business information.

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