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Compensation Program Manager Jobs in Houston, TX

SNC-Lavalin

Program Manager

Houston, TX · On-site

$175K - $200K/yr

Manages programs aligned to business objectives for key clients. * Coordinates resources, budgets ... Additional information Expected compensation range is between $175,000 - $200,000 annually ...

Momentum Indoor Climbing

Program Manager

Houston, TX · On-site

$60K/yr

Partner with HR and leadership on performance management and compensation * Foster a positive, accountable, and team-oriented culture Instruction & Program Quality * Model strong instruction by ...

Devon Energy

Senior Compensation Analyst

Houston, TX · On-site

$79K - $103K/yr

Our values, workplace practices, wellness programs, benefits and compensation are aimed at helping employees manage their unique personal life and care for their families so they can focus on ...

Stewart

Enterprise Program Manager

Houston, TX · On-site

... g., compensation, workforce planning, career and development frameworks) * Partner with Change Management leaders to ensure programs are supported by strong change, communication, and adoption ...

Clean Harbors

InSite Program Manager

La Porte, TX · On-site

$65K - $75K/yr

Clean Harbors in La Porte, TX is seeking a InSite Program Manager to join their safety conscious ... Final compensation may vary based on factors such as location, experience, skills, and business ...

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All JobsCompensation Program JobsCompensation Program Manager JobsCompensation Program Manager Jobs in Houston, TX

Compensation Program Manager information

See Houston, TX salary details

$36.8K

$102.6K

$149.9K

How much do compensation program manager jobs pay per year?

As of Jul 27, 2026, the average yearly pay for compensation program manager in Houston, TX is $102,622.00, according to ZipRecruiter salary data. Most workers in this role earn between $75,900.00 and $126,500.00 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 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 manager do?

A compensation manager develops and manages salary structures, incentive programs, and benefits to ensure competitive and equitable pay practices within an organization. They analyze market data, ensure compliance with regulations, and collaborate with HR and leadership to align compensation strategies with company goals. Strong analytical skills and knowledge of compensation tools are essential for this role.

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 pay $500,000 a year in the US?

In the US, Compensation Program Managers typically do not earn $500,000 annually; such high salaries are more common in executive roles like CEOs, investment bankers, or specialized surgeons. High compensation in these roles often depends on experience, industry, company size, and performance bonuses. Senior-level positions in finance, technology, or healthcare may reach or exceed this level with bonuses and stock options.

What job makes $1,000,000 a year?

In the field of compensation program management, earning $1,000,000 annually is uncommon and typically associated with executive-level roles such as Chief Compensation Officer or other C-suite positions in large corporations. These roles often include performance bonuses, stock options, and other incentives that can significantly increase total compensation. Most compensation managers earn a median salary well below this figure, with top executives reaching higher earnings through additional compensation packages.
What are popular job titles related to Compensation Program Manager jobs in Houston, TX? For Compensation Program Manager jobs in Houston, TX, the most frequently searched job titles are:
What job categories do people searching Compensation Program Manager jobs in Houston, TX look for? The top searched job categories for Compensation Program Manager jobs in Houston, TX are:
What cities near Houston, TX are hiring for Compensation Program Manager jobs? Cities near Houston, TX with the most Compensation Program Manager job openings:
Compensation Program Manager jobs near you
Infographic showing various Compensation Program Manager job openings in Houston, TX as of July 2026, with employment types broken down into 1% As Needed, 78% Full Time, 17% Part Time, and 4% Contract. Highlights an 90% Physical, 2% Hybrid, and 8% Remote job distribution, with an average salary of $102,622 per year, or $49.3 per hour.
26-073.B - Compensation Manager

26-073.B - Compensation Manager

Harvest Midstream Company

Houston, TX

Full-time

Posted 9 days ago

Job description

Job Objective:
The Manager of Compensation leads the strategy, design, and administration of Harvest Midstream's compensation programs. This role ensures programs are competitive, equitable, fiscally responsible, and aligned with the company's business strategy while supporting the attraction, retention, and engagement of top talent. Through market intelligence and compensation analytics, the Manager evaluates internal equity and external competitiveness to guide strategic compensation decisions.

Essential Job Responsibilities:

Oversee the administration and execution of compensation programs, including direct supervision of staff and management of third-party vendors, consultants, and brokers.

Conduct executive compensation analyses and market benchmarking; develop recommendations aligned with the company's compensation philosophy and administer executive compensation and long-term incentive programs.

Develop and implement compensation strategies informed by market trends and best practices that support business objectives, ensure internal equity, maintain external competitiveness, and attract and retain top talent.

Conduct compensation analytics to evaluate internal equity, external market competitiveness, pay trends, and program effectiveness; provide data driven insights to support strategic compensation decisions.

Develop and deliver compensation communications that improve employee understanding of total rewards programs and compensation practices.

Evaluate the deferred compensation program, manage grant structures, and coordinate the annual grant cycle, including compliance oversight and employee communications, in collaboration with the Director of Management Reporting.

Recommend and support the design of short and long term incentive programs that align with organizational goals and drive performance, retention, and engagement.

Partner with Finance, Accounting, and Tax to support compensation forecasting, budgeting, reporting, and financial analysis.

Ensure compliance with compensation laws and regulations through effective plan governance, audits, regulatory reporting, and required employee communications.

Lead the annual salary planning process, including merit budget development, salary structure updates, and executive recommendations.

Lead the end-to-end bonus administration process, ensuring accurate calculations, timely payouts, and alignment with company performance and plan design.

Conduct job evaluations, market pricing, and salary structure design and maintenance to support consistent and equitable compensation practices.

Serve as a strategic advisor to leaders by providing guidance on compensation strategy, market trends, pay decisions, survey participation, and alternative reward approaches.

Evaluate compensation for acquisition hires by conducting market analyses, assessing internal equity, and developing compensation recommendations that align with Harvest's compensation philosophy and pay practices.

Leverage compensation systems, reporting tools, and technology to improve data integrity, operational efficiency, and scalability.

Provide strategic and operational leadership to the Compensation team by establishing priorities, developing talent, fostering collaboration, and promoting continuous improvement.

Other Job Responsibilities:

  • Demonstrate commitment to company core values - Integrity, Ownership, Urgency, Alignment, and Innovation - in all daily responsibilities and interactions.
  • Actively support and contribute to the company's mission and vision through reliable, high-quality work

Qualifications:

  • 10+ years of progressive HR experience and/or accounting and data analytics
  • Preferred: 5+ years' experience with enterprise-wide compensation programs
  • With support from the Director of Total Rewards, design and execute compensation frameworks with an emphasis on total rewards
  • Experience working with a diverse workforce, including hourly, professional, and executive employee populations
  • Strong track record of partnering across HR, business units, and executive leadership to influence talent outcomes
  • Excellent analytical,writtenand verbal communication skills.
  • Expert knowledge of modern theory, principles, and practices of compensation and benefits.
  • Works efficiently to produce quality materials with meticulous attention to detail.
  • Advanced knowledge of Microsoft suite of software (Excel, Powerpoint, Word, etc)
  • Makes sound decisions quickly andis able toarticulate reasoning to various employee levels.
  • Ability to travel to field locations (estimated 25-35%) and support teams in varied working environments.

Education Requirements, Certifications, Licenses, and Registrations:

  • Bachelor's degree in Human Resources, Finance, Accounting or related field required.
  • CCP or equivalent professional certification preferred.

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