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Compensation Program Manager Jobs in Milwaukee, WI

Generac

Compensation Manager

Waukesha, WI

Design, implement, and manage compensation programs, including base salary structures and short ... Align programs with the total rewards strategy and business objectives. * Ensure balance between ...

Iatinsurancegroup

Enterprise Program Manager

Milwaukee, WI · Hybrid

$82K - $180K/yr

IAT Insurance Group has an immediate opening for Enterprise Program Manager from our Milwaukee ... Compensation: Please note, that the annual gross salary range associated with this posting is $82 ...

covenant

MKE Program Manager

Milwaukee, WI

$60K - $75K/yr

The Program Manager provides direct oversight of operational performance and workforce management ... Employment Compensation & Benefits Covenant Aviation Security offers a competitive compensation ...

Covenant

MKE Program Manager

Milwaukee, WI · On-site

$60K - $75K/yr

The Program Manager provides direct oversight of operational performance and workforce management ... Employment Compensation & Benefits Covenant Aviation Security offers a competitive compensation ...

Contiem

Sr. Program Manager

Brookfield, WI · On-site

$109K - $110K/yr

*The final compensation offer will be determined by factors such as the candidate's skills ... Position Summary The Sr. Program Manager, Professional Services, will be responsible for overseeing ...

Contiem

Sr. Program Manager

Brookfield, WI · On-site +1

$120K - $130K/yr

*The final compensation offer will be determined by factors such as the candidate's skills ... Position Summary The Sr. Program Manager, Professional Services, will be responsible for overseeing ...

Contiem

Sr. Program Manager

Brookfield, WI · On-site

$130K/yr

*The final compensation offer will be determined by factors such as the candidate's skills ... Position Summary The Sr. Program Manager, Professional Services, will be responsible for overseeing ...

Contiem

Sr. Program Manager

Brookfield, WI · On-site +1

$109K - $110K/yr

*The final compensation offer will be determined by factors such as the candidate's skills ... Position Summary The Sr. Program Manager, Professional Services, will be responsible for overseeing ...

Gehc

Engineering Program Manager - Xray

Waukesha, WI

$129K/yr

The Program Manager will oversee the planning, execution, and delivery of strategic programs ... compensation. GE HealthCare is anEqual Opportunity Employer. Employment decisions are made without ...

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Compensation Program Manager information

See Milwaukee, WI salary details

$37.9K

$105.9K

$154.7K

How much do compensation program manager jobs pay per year?

As of Aug 25, 2026, the average yearly pay for compensation program manager in Milwaukee, WI is $105,875.00, according to ZipRecruiter salary data. Most workers in this role earn between $78,300.00 and $130,500.00 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 Milwaukee, WI?

For Compensation Program Manager jobs in Milwaukee, WI, the most frequently searched job titles are:

What job categories do people searching Compensation Program Manager jobs in Milwaukee, WI look for?

The top searched job categories for Compensation Program Manager jobs in Milwaukee, WI are:

Compensation Program Manager jobs near you
Infographic showing various Compensation Program Manager job openings in Milwaukee, WI as of August 2026, with employment types broken down into 67% Full Time, and 33% Part Time. Highlights an 100% In-person job distribution, with an average salary of $105,875 per year, or $50.9 per hour.

Compensation Manager

Waukesha, WI • On-site

Generac Power Systems, Inc.
Electrical Equipment, Appliance, and Component Manufacturing • 5 - 10K employees
Learn more about Generac Power Systems, Inc.external

Full-time

Re-posted 4 days ago

Job description

We believe power is a promise - a shared commitment to be there for others when it matters most.
For more than 65 years, we've turned big ideas into solutions that help protect homes, strengthen businesses and build a more resilient, efficient, sustainable energy future.
Ready to Power a Smarter World with us?
Leads the design, implementation, and administration of global compensation programs that attract, motivate, and retain talent while ensuring alignment with business strategy, market competitiveness, and regulatory compliance across geographies. Acts as a strategic advisor and subject matter expert, partnering with HR, Finance, HR Business Partners, HR Technology, Talent Acquisition, and business leaders to drive consistent and effective compensation practices across regions.
Major Responsibilities
Global Compensation Strategy & Programs
  • Design, implement, and manage compensation programs, including base salary structures and short- and long-term incentive plans.
  • Align programs with the total rewards strategy and business objectives.
  • Ensure balance between global consistency and local market requirements.

Compensation Consulting & Advisory
  • Serve as a primary advisor to HR Business Partners and business leaders on pay decisions, offer strategy, job leveling and evaluation, internal equity, and market competitiveness.
  • Interpret compensation policies and provide governance guidance.

Market Pricing & Pay Structures
  • Lead benchmarking, survey participation, and market analysis.
  • Develop and maintain salary structures, ranges, and geographic differentials.
  • Provide actionable insights into market competitiveness and pay positioning.

Compensation Cycles
  • Lead key annual processes, including merit planning cycles, bonus planning and payout, and equity administration.
  • Ensure accurate execution through partnership with HRIS and Finance.
  • Deliver day-to-day support including job evaluations and pay administration.

Governance & Compliance
  • Ensure compliance with global and local compensation regulations, including pay transparency, labor laws, and employment standards.
  • Support pay equity analysis, audits, and regulatory reporting.

Job Architecture & Data Integrity
  • Maintain and enhance job architecture including job families, levels, and profiles.
  • Ensure the integrity of compensation data within systems such as Workday and BetterComp.
  • Support alignment of job structures to compensation frameworks.

Strategic Initiatives
  • Lead or contribute to enterprise initiatives, including global compensation harmonization, incentive plan design and optimization, and M&A due diligence and integration.
  • Support evolution of global compensation operating model and governance.

Minimum Job Requirements
Education
Bachelor's degree (or equivalent knowledge) in Human Resources or a related field.
Certification / License
None required.
Work Experience
Eight (8) years of compensation experience in a centralized compensation department.
Experience delivering both compliance-based and consultative compensation solutions to internal clients.
Experience using HR technology platforms such as Workday (preferred), Oracle Cloud HR, or SAP SuccessFactors.
Experience using compensation administration software such as BetterComp, CompAnalyst or MarketPay.
Scope & Impact
Influences compensation outcomes across business groups and geographies.
Owns complex compensation programs and frameworks.
Operates within a centralized global model with regional alignment.
Acts as a key contributor to enterprise-wide Total Rewards strategy.
Knowledge / Skills / Abilities
Deep expertise in compensation design, governance, and market practices.
Strong analytical and problem-solving skills, with the ability to interpret complex data and translate insights into action.
Knowledge of global compensation regulations and frameworks.
Ability to influence decision-making in a matrixed organization.
Strong stakeholder management and communication skills.
Experience with HRIS (e.g., Workday) and compensation tools.
Demonstrated ability to lead through influence, expertise, and sound judgment.
Demonstrated success leading cross-functional and global initiatives.
Ability to provide strategic recommendations to senior leaders grounded in data, market insights, and business context.
Balances strategy development with hands-on execution.
Preferred Job Requirements
Education
Master's degree in Human Resources, Business Administration, Finance, or a related field.
Certification / License
Certified Compensation Professional (CCP) issued by WorldatWork, SHRM-CP or SHRM-SCP issued by SHRM, or Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) issued by HRCI.
Work Experience
Global compensation experience across the Americas, EMEA, and APAC.
Knowledge / Skills / Abilities
Demonstrated ability to navigate global compensation frameworks and regulatory considerations across Americas, EMEA, and APAC.
Physical Requirements and Working Conditions
Office Environment (Includes field sales):
While performing the duties of this job, the employee is regularly required to talk, hear, and use hands to handle objects or controls. The employee is also regularly required to stand and walk. Occasionally, the incumbent may be required to stoop, bend, or reach above the shoulders. The employee must occasionally lift up to 25 pounds. Working conditions are typical of frequent and continuous computer-based work and require extended periods of sitting, close vision, and the ability to adjust focus. Occasional travel is required.
DISCLAIMER
All responsibilities and requirements are subject to possible modification to reasonably accommodate individuals with disabilities.
This job description in no way states or implies that these are the only responsibilities to be performed by an employee occupying this job or position.
"We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, national origin, disability status, protected veteran status, or any other characteristic protected by law."

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