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Compensation Program Manager Jobs in Flint, MI (NOW HIRING)

Fessler & Bowman

Compensation & Benefits Manager

Holly, MI · On-site

$70K - $95K/yr

This role will oversee and manage the compensation and benefits programs for Fessler & Bowman by ensuring that our pay structures and benefits remain competitive, compliant, and aligned with our ...

Fessler & Bowman

Compensation & Benefits Manager

Holly, MI

$70K - $95K/yr

This role will oversee and manage the compensation and benefits programs for Fessler & Bowman by ensuring that our pay structures and benefits remain competitive, compliant, and aligned with our ...

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All JobsCompensation Program Manager JobsCompensation Program Manager Jobs in Flint, MI

Compensation Program Manager information

See Flint, MI salary details

$37.5K

$104.5K

$152.7K

How much do compensation program manager jobs pay per year?

As of Jun 22, 2026, the average yearly pay for compensation program manager in Flint, MI is $104,532.00, according to ZipRecruiter salary data. Most workers in this role earn between $77,300.00 and $128,900.00 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 job categories do people searching Compensation Program Manager jobs in Flint, MI look for? The top searched job categories for Compensation Program Manager jobs in Flint, MI are:
What cities near Flint, MI are hiring for Compensation Program Manager jobs? Cities near Flint, MI with the most Compensation Program Manager job openings:
Compensation Program Manager jobs near you
Infographic showing various Compensation Program Manager job openings in Flint, MI as of June 2026, with employment types broken down into 1% Locum Tenens, 77% Full Time, 21% Part Time, and 1% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $104,532 per year, or $50.3 per hour.

Program Manager

American Rheinmetall

Lapeer, MI • On-site

Full-time

This job post has expired today. Applications are no longer accepted.

Job description

American Rheinmetall is a leader in the design, development, and production of advanced tracked and wheeled vehicles, vehicle systems, and critical components that support U.S. military modernization. Our expertise spans electronic and mechanical systems, fabricated structures, armored products, rubber solutions, and track systems, delivering reliable innovation to both defense and commercial markets. As part of the global Rheinmetall family, we combine proven heritage with forward-looking technology to provide solutions that defend and feed the world.
Job Summary:
The Program Manager directs and coordinates all assigned projects, externally and internally funded, by initiating, planning, executing, monitoring, controlling, and closing out projects to budget, on time, and in accordance with customer expectations. Programs assigned include both production development contracts and production programs.
Essential Functions:
  • Manage complex initiatives involving multiple stakeholders and partner companies.
  • Communicate with executive management status of projects and help needed.
  • Assure all projects are executed in accordance with the applicable company processes.
  • Manage development projects with a strong emphasize on design maturation towards product solutions that maximize potential for follow-on manufacturing contracts.
  • Organize and plan internal and external meetings to assure projects are being executed to plan and that risks are being appropriately addressed.
  • Lead the identification and handling plans of technical, schedule, and budget risks associated with successful project execution.
  • Develop and maintain action item lists for each project as required.
  • Manage subcontracting and purchasing efforts in relation to successful execution of assigned programs.
  • Using MS Project or a similar tool, develop and manage project schedules to assure all contract deliverables are on time and meet quality requirements.
  • Manage project scope and budget from inception to closure, including scope changes requiring contract modification.
  • Responsible for overall customer satisfaction on all assigned projects.
  • Make critical project decisions that best balance technical performance, schedule performance, and cost.
  • Lead preparation of project management contractual data deliverables regarding cost performance, schedule performance, risk, and technical performance.
Supervisory Responsibilities:
None
Minimum Qualifications:
Knowledge, Skills and Abilities (as demonstrated through experience, training and/or testing)
  • Proficient in reading and interpreting blueprints, specifications, and technical procedures.
  • Strong communication, organizational, and problem-solving skills.
  • The quantity of work produced and the promptness with which it is completed.
  • The ability displayed and accuracy of work produced, meeting company standards, and requiring little to no rework.
  • Knowledge of job, techniques, skills, equipment, procedures, materials, etc.
  • Punctuality and attendance.
  • Willingness and cooperativeness with co-workers and supervisors; ability to accept constructive criticism.
  • The degree to which an employee searches out new tasks and expands their ability to perform assigned tasks without direct supervision.
  • Follow quality environmental policies and have knowledge of AS9100 and IS14001.
  • Follow safety procedures, security protocol, and wear proper PPE.
Education amp; Experience
  • Bachelor’s degree (B. A.) or equivalent from four-year College or university and five years related experience and/or training; or equivalent combination of education and experience.
Background Prerequisites:
  • Must undergo and meet company standards for background check, employment verification, reference checks and controlled substance testing.
Preferred Qualifications:
  • Project Management Professional (PMP) certification and working knowledge of Earned Value Management (EVM) practices are highly desired.
Working Conditions and Physical Demands
With or without reasonable accommodation requires the physical and mental capacity to perform effectively all essential functions. In addition to other demands, the demands of the job include:
The ability to occasionally stand; walk; sit; use hands to finger, handle, or feel and reach with hands and arms. The employee may occasionally lift up to 25 pounds.
Equal Employment Opportunity Statement:
American Rheinmetall provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sex (including pregnancy), gender identity, national origin, age, disability, or marital status, in accordance with applicable federal, state and local laws. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

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