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Compensation Program Manager Jobs in Milwaukee, WI

ULINE

Compensation Specialist

Kenosha, WI

Support the annual compensation cycle by preparing communications and resources for managers and ... Multiple bonus programs. * Paid holidays and generous paid time off. * Tuition Assistance Program ...

ULINE

Compensation Specialist

Milwaukee, WI

Support the annual compensation cycle by preparing communications and resources for managers and ... Multiple bonus programs. * Paid holidays and generous paid time off. * Tuition Assistance Program ...

Lesaffre Group

Benefits & Compensation Analyst

Milwaukee, WI · On-site

$68K - $85K/yr

Competitive compensation and comprehensive benefits starting on day one, including health, dental ... programs * Provide support and guidance to employees, managers, and HR partners on benefits ...

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All JobsCompensation Program JobsCompensation Program Manager JobsCompensation Program Manager Jobs in Milwaukee, WI

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 Jul 14, 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 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 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
State Supervisor- National Farmworker Jobs Program (NFJP)

State Supervisor- National Farmworker Jobs Program (NFJP)

UMOS

Milwaukee, WI • On-site

$57K - $72K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 2 days ago

Job description

Earn up to $3,000 in incentive pay during your first year of employment!
Are you a motivated, results-oriented candidate seeking to put your talents, skills, and experience to work as part of a mission-driven, customer-focused organization? If so, we invite you to join UMOS' diverse and dedicated team of over 1,000 professionals making a positive difference across more than 60 offices in seven states. Whether you are passionate about facilitating early childhood development; providing training and career planning for a parent; aiding a farmworker in accessing basic needs and new opportunities; educating at-risk individuals in HIV prevention; or supporting those fleeing domestic violence or human trafficking, UMOS is the place where you can fulfill your passion for helping families, businesses, and communities build better futures.
Benefits:
To support its team members, UMOS offers highly competitive compensation as well as a benefits package including:
  • Paid time off that will increase over your years of service
  • 15 paid holidays annually
  • A robust range of insurance covering health, dental, vision, life, short- and long-term disability, and accidental death & dismemberment
  • The options to establish either a Health Savings Account or Flexible Spending Account, which can be used to cover deductibles, prescriptions, and other healthcare expenses
  • A variety of support services to promote well-being through the employee assistance program
  • Retirement plan options, including 401(k) and Roth IRA, allowing you to make pre-tax or after-tax contributions. For those participating in the 401(k) Retirement Plan, UMOS annually contributes at least 3% of employees' eligible compensation.

State Supervisor Job Compensation:
  • $57,771.00 to $72,213.00/Exempt Salary/Per Year (depending on experience).

State Supervisor Job Responsibilities:
  • Develop and maintain a statewide monitoring and evaluation system of all offices to ensure program performance measures and outcomes are met and goals achieved; conduct on site visits to area offices to provide technical assistance and develop outreach and recruitment activities to support grant plan, program goals and objectives.
  • Provide direct supervision to case management and supportive service team members, conduct performance evaluations, and apply coaching and/or disciplinary action as needed.
  • Develop outreach and recruitment plan each year and maintain outreach/recruitment logs that capture contact information such as employer camps, training providers, colleges, employers, American Job Centers, One Stop partners and other potential collaborative partners.
  • Provide coverage to staff, including scheduling and conducting participant applications/interviews to determine eligibility for NFJP program and provide emergency assistance to MSFWs statewide; assistance may include food, gas, shelter/lodging, and transportation as deemed an emergency and enter services in the appropriate data system.
  • Prepare and draft quarterly narrative reports and implement strategies to attain performance measures, outcomes and program goals as outlined in the annual grant plan.
  • In conjunction with Program Director, monitor financials, revise budgets as necessary, offer recommendations for additional areas of program development and any opportunity for program enhancements, including supportive services activities.
  • Assist direct service staff to conduct assessments to identify barriers and needs, advise on available community training resources, assist in determining realistic job training goals in alignment with local labor market and employment trends, and support the creation of an Employment Development Plan (EDP) that includes goals and timelines for acquiring skills through education or training and specific action steps leading to self-sufficiency.
  • Annually research local labor market and employment trends and facilitate/coordinate workshops, which include support that research and helps participants to identify high-growth job sectors and occupations in high demand.
  • Work with high schools, post-secondary education institutions, employers, and training providers to ensure that a variety of options are available, and participants are making progress and attending activities regularly.
  • Document, in a timely manner, all participant contacts in the UMOS NFJP Application (data system) and helps maintain participant case files, to include documentation of service provision, outcomes, educational scores/assessments, certificates, measurable skills gains, on-the-job training (OJT) and work experience contracts, timesheets, case notes, and electronic signatures on all required case documents and ensure compliance with safeguarding personally identifiable information (PII).
  • Serve as liaison between direct services staff and Program Director, including helping interpret program-related legislation that impacts UMOS program policy and/or procedures and recommend program policy and procedural updates/changes, as needed.
  • Plan, schedule and conduct employer contacts to promote partnership for full employment, initiate job referrals and coordinate to meet employers' needs (e.g., tie-in advertising, on site interviews or other special recruitment efforts).
  • Develop, maintain, and update a statewide Community Resource Directory of agencies offering a variety of services to farmworkers and coordinate with these agencies to make resources available to participants, including education/training opportunities, job placement and retention services.
  • Develop and/or participate in statewide service provider community networks, including American Job Centers/One-Stops and partners to support farmworker career services and training, conduct presentations, promote co-enrollment, and participate in collaboration meetings with community stakeholders statewide.
  • Develop and maintain contact with employers and other employer organizations to create a network that will potentially hire program participants and allow for negotiations of OJT contracts and work experience opportunities.
  • Prepare for and attend meetings, seminars, workshops, training sessions, and perform other duties as assigned.

State Supervisor Job Qualifications:
  • Bachelor's degree in social science, human services, or related field.
  • At least 5 years' experience in case management.
  • Ability to travel and work irregular/flexible hours, including on call evening hours and overtime.
  • Able to communicate in both English/Spanish. PREFERRED
  • Demonstrated understanding of low-income and/or vulnerable populations and strategies to improve economic stability and support self-sufficiency.
  • Ability to develop and maintain effective partnerships with community/faith-based/public organizations and employers.
  • Proficient computer skills in current versions of office software/applications (e.g., Microsoft Office Suite/Office 365).
  • Excellent communication (both written and verbal), customer service, and organization skills.
  • Must have a reliable vehicle, valid driver's license, and adequate auto insurance.

Work Environment, Physical, and Sensory Demands:
The demands described here are representative of those that must be met by an employee to successfully perform the job functions. Reasonable accommodations will be considered to enable individuals with disabilities to perform the essential job functions.
Physical Demands:
  • Employee is frequently required to stand, walk, sit, bend.
  • Occasionally required to lift and /or move up to 30 lbs.
  • Frequently required to drive.
  • Frequently exposed to moderate temperature generally encountered in a controlled temperature environment and outside setting.
  • Noise level in this work is usually semi-moderate.

Tools & Equipment Used:
  • iPad, iPhone, laptop computers, projectors, copy/scanner machine, computer.
  • Be able to scan documents and encrypt documents as necessary
  • Use first aid equipment, fire extinguisher.

Usage varies by position.
Additional Eligibility Requirements:
  • Employment with UMOS is contingent upon successful completion of a criminal background check prior to employment.

UMOS is an equal opportunity Affirmative Action employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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