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Compensation Program Manager Jobs in Irving, TX (NOW HIRING)

Keurig Dr Pepper

Manager Compensation

Frisco, TX · On-site

$96K - $154K/yr

The Compensation Manager plays a critical role in the design, implementation, and administration of ... Compensation Program Design & Administration * Conduct market pricing, benchmarking, and internal ...

Neighborlybrands

Compensation Manager

Irving, TX · Hybrid

Own and administer both the management & broad-based equity programs, with responsibility for preparing grants, administering paperwork, and managing program communications * Lead annual compensation ...

Neighborly

Compensation Manager

Irving, TX · On-site

Own and administer both the management & broad-based equity programs, with responsibility for preparing grants, administering paperwork, and managing program communications * Lead annual compensation ...

Krest Global Solutions

Program Manager

Dallas, TX · Remote

$50 - $60/hr

Remote Compensation : 50-60$/Hr on C2C/1099 Work Authorization: GC, USC Role Summary Seeking Program Manager with strong healthcare IT expertise to drive large-scale programs across payer, provider ...

MCKISSACK & MCKISSACK

Program Manager

Dallas, TX · On-site

$145K - $175K/yr

The Program Manager serves as McKissack & McKissack's senior representative for Dallas Independent ... Compensation: Salary range: $145,000 - $175,000/yearly (dependent on years of experience ...

Oncore Electric

Program Manager

Fort Worth, TX · Hybrid

$100K - $134K/yr

Benefits At Oncor, we offer a comprehensive set of benefits, compensation and performance management programs designed specifically to attract, retain, motivate and reward our high-performing ...

Oncore Electric

Program Manager

Fort Worth, TX · On-site

$100K/yr

Benefits At Oncor, we offer a comprehensive set of benefits, compensation and performance management programs designed specifically to attract, retain, motivate and reward our high-performing ...

Alzheimer's Association

Program Manager

Dallas, TX · On-site

As Manager of Programs, you join an exclusive team of leaders responsible for the implementation of ... Dallas, TX Full time Position Grade & Compensation: Grade 205 ( The Alzheimer's Association's good ...

OSI Systems, Inc

Program Manager

Richardson, TX · On-site

Advises Management on overall program matters as they affect CEC's manpower, facilities, and ... Final compensation will be determined based on factors such as your job level, geographic location ...

American Airlines

Manager, Compensation

Fort Worth, TX · On-site +1

Manage daily operations of broad‑based compensation programs, including job leveling, salary structures, annual merit processes, compensation policies, budgeting inputs, salary survey participation ...

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

Compensation Program Manager information

See Irving, TX salary details

$37K

$103.2K

$150.8K

How much do compensation program manager jobs pay per year?

As of Jun 15, 2026, the average yearly pay for compensation program manager in Irving, TX is $103,189.00, according to ZipRecruiter salary data. Most workers in this role earn between $76,300.00 and $127,200.00 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 are popular job titles related to Compensation Program Manager jobs in Irving, TX? For Compensation Program Manager jobs in Irving, TX, the most frequently searched job titles are:
What job categories do people searching Compensation Program Manager jobs in Irving, TX look for? The top searched job categories for Compensation Program Manager jobs in Irving, TX are:
What cities near Irving, TX are hiring for Compensation Program Manager jobs? Cities near Irving, TX with the most Compensation Program Manager job openings:
Compensation Program Manager jobs near you
Manager Compensation

Manager Compensation

Keurig Dr Pepper

Frisco, TX • On-site

$96K - $154K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 4 days ago

Keurig Dr Pepper rating

7.8

Company rating: 7.8 out of 10

Based on 216 frontline employees who took The Breakroom Quiz

87th of 383 rated food and drinks producers

Job description

Job Overview:
The Compensation Manager plays a critical role in the design, implementation, and administration of broad-based and executive compensation programs that support the company's business strategy and compensation philosophy. This role serves as a strategic partner to HR Business Partners, providing expert guidance on pay decisions, market competitiveness, and program design. In addition to core compensation responsibilities, this role will lead and support key special projects and contribute to executive compensation, annual bonus, and long-term incentive (LTIP) processes, ensuring programs are competitive, compliant, and aligned with shareholder and company objectives.
Key Responsibilities
  • Compensation Program Design & Administration
    • Conduct market pricing, benchmarking, and internal equity analysis to ensure competitive and equitable pay practices.
    • Develop financial models and cost analyses to evaluate compensation program effectiveness and support decision-making.
    • Partner with HRBPs and business leaders to provide consultative guidance on offers, promotions, retention actions, and organizational changes.
    • Monitor market trends and emerging practices to continuously evolve compensation programs.
  • Executive Compensation & Governance Support
    • Support the administration of executive compensation programs, including base salary, annual incentive (STIP), and long-term incentive (LTIP) plans.
    • Assist in the preparation of executive compensation materials, analyses, and reporting for senior leadership and governance processes.
    • Partner with Finance, Legal, and external advisors to ensure programs align with regulatory requirements and governance standards.
    • Contribute to proxy-related work, disclosures, and executive compensation analysis as needed.
  • Annual Compensation Processes (Merit, Bonus, LTIP)
    • Support execution of annual compensation cycles, including merit, bonus, and long-term incentives.
    • Develop tools, guidance, and communications to support HR and leader decision-making during compensation cycles.
    • Ensure data integrity, audit readiness, and alignment across systems (e.g., Workday, comp planning tools).
    • Conduct post-cycle analysis to assess outcomes and identify areas for improvement.
  • Special Projects & Strategic Initiatives
    • Lead or support special compensation projects, including program redesign, harmonization efforts, and transformation initiatives.
    • Contribute to enterprise-wide initiatives such as M&A integration, job architecture, or global program alignment.
    • Drive continuous improvement in compensation processes, tools, and governance practices.
    • Partner across HR COEs (Total Rewards, Talent, HRT) on cross-functional initiatives.
  • Stakeholder Partnership & Communication
    • Act as a trusted advisor to HR Business Partners, translating complex compensation concepts into clear, actionable insights.
    • Develop and deliver education and communication materials on compensation philosophy, programs, and policies.

Total Rewards:
  • Salary Range: $96,800 - $154,000
  • Actual placement within the compensation range may vary depending on experience, skills, and other factors
  • Benefits, subject to election and eligibility: Medical, Dental, Vision, Disability, Paid Time Off (including paid parental leave, vacation, and sick time), 401k with company match, Tuition Reimbursement, and Mileage Reimbursement
  • Annual bonus based on performance and eligibility

Requirements:
Experience
  • 6+ years of experience in compensation, total rewards, finance, or related field
  • Experience designing and administering broad-based compensation programs in a complex organization
  • Prior experience in executive compensation programs, bonus (STIP), and/or equity/LTIP administration
  • Experience supporting annual compensation cycles (merit, bonus, equity)
  • Experience leading compensation program development and implementation projects
  • Experience enhancing and implementing compensation systems and reporting tools

Knowledge
  • Strong understanding of compensation fundamentals, including market pricing, benchmarking, and pay equity
  • Working knowledge of executive compensation design and principles, incentive plan design (short-term and long-term) and compensation governance principles
  • Familiarity with financial modeling and cost impact analysis
  • Understanding of regulatory and compliance considerations related to compensation programs (preferred)

Skills
  • Strong quantitative and problem-solving skills with the ability to translate data into actionable insights
  • Ability to influence and advise leaders with credibility and confidence

Company Overview:
Keurig Dr Pepper (Nasdaq: KDP) is a leading beverage company with more than 150 owned, licensed and partner brands that meet a wide range of needs and occasions. Our North American refreshment beverage business holds leadership positions across carbonated soft drinks, water, juice and mixers with a portfolio of iconic brands such as Dr Pepper®, Canada Dry®, Mott's®, A&W®, Peñafiel®, GHOST®, 7UP®, Snapple®, Clamato® and Core Hydration®. Our global coffee business spans more than 100 markets and includes the leading Keurig® single-serve brewing system in the U.S. and Canada, along with powerhouse brands such as Peet's, L'OR and Jacobs, and other regional coffee leaders. Our more than 50,000 employees aim to enhance the experience of every beverage and coffee occasion while making a positive impact for people, communities and the planet.
We strive to be an employer of choice, providing a culture and opportunities that empower our team to grow and develop. We offer robust benefits to support your health and wellness as well as your personal and financial well-being. We also provide employee programs designed to enhance your professional growth and development, while ensuring you feel valued, inspired and appreciated at work.
Whatever your area of expertise, at KDP you can be a part of a team that's proud of its brands, partnerships, innovation and growth. Will you join us?
Keurig Dr Pepper is an equal opportunity employer and recruits qualified applicants and advances in employment its employees without regard to race, color, religion, gender, sexual orientation, gender identity, gender expression, age, disability or association with a person with a disability, medical condition, genetic information, ethnic or national origin, marital status, veteran status, or any other status protected by law.
A.I. Disclosure:
KDP uses artificial intelligence to assist with initial resume screening and candidate matching. This technology helps us efficiently identify candidates whose qualifications align with our open roles. AI does not make hiring decisions; all decisions throughout the hiring process are made by talent acquisition team members. If you prefer not to have your application processed using artificial intelligence, you may opt out by emailing your resume and qualifications directly to kdpjobs@kdrp.com in lieu of clicking Apply. In order for your application to be considered and opted out of AI, you must include the words "AI Opt-Out" and either job title and location or Job ID # in the email subject line in your email application.

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About Keurig Dr Pepper

Sourced by ZipRecruiter

Keurig Dr Pepper (KDP) is a leading coffee and beverage company in North America with dual headquarters in Burlington, MA and Plano, TX, with annual revenue in excess of $11 billion. KDP holds leadership positions in soft drinks, specialty coffee and tea, water, juice and juice drinks and mixers, and markets the #1 single serve coffee brewing system in the U.S. The Company maintains an unrivaled distribution system that enables its portfolio of more than 125 owned, licensed and partner brands to be available nearly everywhere people shop and consume beverages. With a wide range of hot and cold beverages that meet virtually any consumer need, KDP key brands include Keurig®, Dr Pepper®, Green Mountain Coffee Roasters®, Canada Dry®, Snapple®, Bai®, Mott's® and The Original Donut Shop®. The Company employs more than 25,000 employees and operates more than 120 offices, manufacturing plants, warehouses and distribution centers across North America.

Industry

Food services and drinking places

Company size

10,000+ Employees

Headquarters location

Burlington, MA, US

Year founded

2008

Social media

Twitter

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