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Compensation Program Manager Jobs in Corpus Christi, TX

Sevita

Day Program _ Manager

Corpus Christi, TX · On-site

... workers' compensation programs; • Monitors compliance; and assists in returning employees to work; • Implements, oversees, and trains employees about safety. Program Management: Manages the ...

Tenet Health

Optometrist

Corpus Christi, TX

Deferred compensation program * Relocation assistance Candidate Requirements * Doctor of Optometry (OD) degree required * Comfortable managing post-operative patients * Proficient in refractions

Tenet Health

Optometrist

Corpus Christi, TX · On-site

Deferred compensation program * Relocation assistance Candidate Requirements * Doctor of Optometry (OD) degree required * Comfortable managing post-operative patients * Proficient in refractions

Tenet Health

Optometrist

Corpus Christi, TX

Deferred compensation program * Relocation assistance Candidate Requirements * Doctor of Optometry (OD) degree required * Comfortable managing post-operative patients * Proficient in refractions

Aggreko

Project Manager, Major Projects

Corpus Christi, TX · Remote

$130K - $150K/yr

The Project Site Manager is responsible for the safe, timely, and cost-effective delivery of ... compensation and Bonus * No premium cost medical plan option available * Paid training programs and ...

Saint Vincent Hospital

Optometrist

Corpus Christi, TX · On-site

Deferred compensation program * Relocation assistance Candidate Requirements * Doctor of Optometry (OD) degree required * Comfortable managing post-operative patients * Proficient in refractions

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All JobsCompensation Program JobsCompensation Program Manager JobsCompensation Program Manager Jobs in Corpus Christi, TX

Compensation Program Manager information

See Corpus Christi, TX salary details

$37.2K

$103.8K

$151.7K

How much do compensation program manager jobs pay per year?

As of Aug 18, 2026, the average yearly pay for compensation program manager in Corpus Christi, TX is $103,802.00, according to ZipRecruiter salary data. Most workers in this role earn between $76,800.00 and $128,000.00 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 job categories do people searching Compensation Program Manager jobs in Corpus Christi, TX look for?

The top searched job categories for Compensation Program Manager jobs in Corpus Christi, TX are:

What cities near Corpus Christi, TX are hiring for Compensation Program Manager jobs?

Cities near Corpus Christi, TX with the most Compensation Program Manager job openings:

Compensation Program Manager jobs near you
Infographic showing various Compensation Program Manager job openings in Corpus Christi, TX as of August 2026, with employment types broken down into 1% As Needed, 75% Full Time, 19% Part Time, and 5% Contract. Highlights an 95% Physical, 1% Hybrid, and 4% Remote job distribution, with an average salary of $103,802 per year, or $49.9 per hour.

Day Program _ Manager

Sevita

Corpus Christi, TX • On-site

Full-time

Re-posted 2 days ago

Sevita Health rating

5.7

Company rating: 5.7 out of 10

Based on 285 frontline employees who took The Breakroom Quiz

785th of 888 rated healthcare providers

Job description

ResCare Community Living, a part of the Sevita family, provides quality services that empower individuals, enhance independence, and help people live well. Since 1974, we’ve supported individuals with intellectual and developmental disabilities to live more independently at home and in their community. With our dedicated team and experienced staff, we provide person-centered services that help people build skills, overcome challenges, and reach their full potential.


SUMMARY
The  Day Program Manager is responsible to manage the services delivered to a designated program or set of programs, and the operation of programs including organization and implementation of direct supports, person-centered planning and implementation, health care, advocacy, stakeholder relations, regulatory compliance, staffing, training, financial management and maintenance of the physical environment. 
 
 
ESSENTIAL JOB FUNCTIONS
To perform this job successfully, an individual must be able to satisfactorily perform each essential function listed below.  
Staff Management: Oversees implementation of human resource practices including recruitment, retention, training, scheduling, processing, record keeping, and management of program employees; 
1. Recruitment & Hiring:  
• Participates in the recruitment and interviewing of all staff; 
• Hires direct staff members in consultation with the PM’s manager; and approves the hiring of direct support professionals and other indirect staff members.
2. Meetings & Training:  
• Organizes and implements on-site orientation and training for assigned programs; and monitors training compliance and documentation.
• Conducts monthly staff meetings; attends monthly regional meetings.
3. Employee Scheduling:  
• Designs and monitors schedules to assure that all shifts are covered; 
• Monitors and minimizes overtime.
4. Performance Evaluation:  
• Conducts annual performance evaluations for direct reports in consultation with the PM’s manager; 
• Reviews and approves annual Direct Support Professional and other staff member’s performance evaluations.
5. Coaching, Discipline and Termination: 
• Coaches employees, correcting or directing employee behavior where required;
• May remove employees in the event of emergency;
• May recommend and participate in decisions regarding discipline and termination in consultation with the PM’s manager and Human Resources; 
• Manages the termination of Direct Support Professionals or other staff members as necessary;
6. Employee Safety: 
• Responsible for employee safety and workers’ compensation programs; 
• Monitors compliance; and assists in returning employees to work; 
• Implements, oversees, and trains employees about safety.
 
Program Management: Manages the implementation of program planning; monitors delivery of services and supports; ensures services are consistent, engaging and relevant to the individuals served.
1. Program Planning:  
• Writes and approves individual program plans (as appropriate); 
• Trains and assists appropriate staff members with implementation of plans across all shifts.
2. Records:  
• Periodically audits individual records and other program documentation for accuracy and completion.
3. Program Team Meetings:  
• Conducts progress meetings and (quarterly, annual and/or other) reviews as appropriate or determined by the interdisciplinary team; 
• Provides and approves written and progress reviews.
4. Compliance:  
• Oversees licensing compliance for program services and supports; 
• Ensures timely and accurate program documentation; 
• Implements the Network compliance plan; and manages individual rights implementation.
5. Management of Individuals’ Assets: 
• Implements system and oversees management of individual’s funds and property, assuring safety and accuracy; audits, monitors and reviews individual’s financial accounts (as applicable) 
6. Stakeholder Relations:  
• Maintains productive and professional relations with individuals, families, case managers and other stakeholders; 
• Provides regular communication to stakeholders; and acts as point of contact for all stakeholders; 
• Implements satisfaction improvement plans.
7. Incidents:  
• Implements proactive strategies to reduce or eliminate serious incidents;  
• Takes immediate steps to correct potential safety concerns and limit the potential for continued concern or incident; 
• Reviews all incidents and directs appropriate response; ensures timely incident reporting; and signs and submits all incident reports as required.
 
Health Care:  Oversees implementation of individual health care while in Day Program’s care; implements strategies to limit illness or serious incident; oversees and reviews health care documentation.  
1. Medications:  
• Oversees system for medication administration, documentation and security; 
• Reviews documentation for accuracy and completeness; 
• Assures all applicable employees are certified or trained in medication administration.
2. Medical Supplies and Equipment:  
• Approves purchases of medical supplies and equipment; and ensures training on proper use to all employees.
3. Dietary planning:  
• Monitors food service in accordance with dietary plans and to meet regulatory compliance; 
• Ensures consideration for special needs, occasions and individual choice.
 
Finance: Responsible for the financial performance of the program, from billing to staff budgets, as well as reviewing and approving purchases
1. Purchasing:  
• Approves purchase of food, supplies and equipment; and reviews and monitors monthly invoices for accuracy and budgetary compliance. 
• Attests to company credit card statements and monthly invoices in accordance with company policy.
2. Billing and utilization:  
• Oversees census, attendance information or other required documentation to assure accurate billing;
• Monitors utilization between authorization and provision of services and supports. 
 
3. Staffing:  
• Monitors staffing hours for budgetary compliance.
4. Growth:  
• Maximizes census, average daily attendance and utilization.
 
Maintenance: Oversees the maintenance and cleanliness of the program’s facilities and vehicles. 
1. Vehicles:  
• Ensures vehicles are properly maintained, clean, and safe by consulting with maintenance personnel; 
• Implements training procedures for maintenance and safe operation of company-owned vehicles; 
• Addresses known safety concerns with employee vehicles or other means of transportation, for the safe transport of individuals.
2. Housekeeping:  
• Monitors and implements strategies to assure neat, clean, and safe program environments (internal and external); 
• Ensures age appropriate and esthetic decoration.
3. Maintenance and Repair: 
• Oversees environmental safety program; establishes preventive maintenance schedule; maintains furnishings, equipment and facilities in good repair and compliant with regulatory standards. 
 
Other:
• Attends monthly regional meetings and additional meetings as needed
• Performs other related duties and activities as required.
 
 
SUPERVISORY RESPONSIBILITIES
• Manages the direct or indirect staff members of the program including performance evaluations, scheduling, orientation, and training. Makes recommendations and/or decisions on employee hires, transfers, promotions, salary changes, discipline, terminations, and similar actions. Resolves employee problems within position responsibilities.
 
 
Minimum Knowledge and Skills required by the Job
The requirements listed below are representative of the knowledge, skill, and/or abilities required to perform the job.  
 
Education and Experience:  
• Bachelor's degree and two to three years of related experience in the Human Services Industry preferred.  
• An equivalent combination of education and experience which provides proficiency in the areas of responsibility listed above may be substituted for the above education and experience requirements.  
• Other education and experience as required by applicable regulations.
 
Certificates, Licenses, and Registrations:
• Current driver's license, car registration and auto insurance if driving on the behalf of the Company or providing transportation to individuals receiving services.  
• Licensure as required by state.  
• Medication Management Certificate issued with the completion of Company provided training.
• Mandatory Reporter Certificate issued with the completion of Company provided training
• Other training and/or certification per state requirements and/or service line.
 
Other Skills and Abilities:
 
Other Requirements:
• Travel as needed
 
Physical Requirements:
• Medium Work.  Exerting up to 50 pounds of force occasionally, and/or up to 30 pounds of force frequently, and/or up to 10 pounds of force constantly to move objects.
 
 
AMERICANS WITH DISABILITIES STATEMENT
External and internal applicants, as well as position incumbents who become disabled, must be able to perform the essential job functions either unaided or with assistance of a reasonable accommodations to be determined on a case by case basis via the interactive process.
 

Sevita is a leading provider of home and community-based specialized health care. We believe that everyone deserves to live a full, more independent life. We provide people with quality services and individualized supports that lead to growth and independence, regardless of the physical, intellectual, or behavioral challenges they face.
We’ve made this our mission for more than 50 years. And today, our 40,000 team members continue to innovate and enhance care for the 50,000 individuals we serve all over the U.S.
 

As an equal opportunity employer, we do not discriminate on the basis of race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, veteran status, citizenship, or any other characteristic protected by law. 

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About Sevita

Sourced by ZipRecruiter

Sevita is a leading provider of home and community-based specialized health care. We believe that everyone deserves to live a full, more independent life. We provide people with quality services and individualized support that leads to growth and independence, regardless of the physical, intellectual, or behavioral challenges they face. We've made this our mission for more than 50 years. And today, our 40,000 team members continue to innovate and enhance care for the 50,000 individuals we serve. We're an Equal Opportunity Employer, including disability/vets. Sevita is a leading provider of home and community-based specialized health care, similar companies include Brookedale Senior Living, A New Hope, and North Star.

Industry

Nursing and residential care facilities

Company size

10,000+ Employees

Headquarters location

Boston, MA, US

Year founded

1980

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