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Compensation Program Manager Jobs in Phoenix, AZ

Advisor Group

Senior Compensation Analyst

Scottsdale, AZ · On-site

$100K - $125K/yr

... Manager to build foundational and advanced capabilities across compensation programs. The ideal candidate brings strong technical expertise in Workday, advanced Excel modeling, and data visualization ...

Rosendin

Engineering Program Manager

Phoenix, AZ · On-site

$128.10K/yr

We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee ... The Engineering Program Manager is responsible for managing project budgets, projecting, and ...

Osaic

Senior Compensation Analyst

Scottsdale, AZ · Hybrid

$100K - $125K/yr

... Manager to build foundational and advanced capabilities across compensation programs. The ideal candidate brings strong technical expertise in Workday, advanced Excel modeling, and data visualization ...

Intel Corporation

Materials Program Manager

Phoenix, AZ · On-site

$142K/yr

The Role and Impact As a Materials Program Manager, you will play a pivotal role in driving Intel ... Position of Trust N/A Benefits We offer a total compensation package that ranks among the best in ...

Intel Corporation

Materials Program Manager

Phoenix, AZ

$76.78K - $152.46K/yr

The Role and Impact As a Materials Program Manager, you will play a pivotal role in driving Intel ... Position of Trust N/A Benefits We offer a total compensation package that ranks among the best in ...

Intel Corporation

Materials Program Manager

Phoenix, AZ · On-site

$142K/yr

The Role and Impact As a Materials Program Manager, you will play a pivotal role in driving Intel ... Position of Trust N/A Benefits We offer a total compensation package that ranks among the best in ...

Intel

Materials Program Manager

Phoenix, AZ · On-site

$142K/yr

The Role and Impact As a Materials Program Manager, you will play a pivotal role in driving Intel ... Position of TrustN/A Benefits We offer a total compensation package that ranks among the best in ...

Charter One

Compensation Specialist

Mesa, AZ

The Compensation Specialist plays a critical role in managing and administering the organization's compensation programs. This includes designing, implementing, and maintaining competitive salary ...

Sunland Asphalt

Compensation Analyst

Phoenix, AZ · Hybrid

Manages annual compensation cycles, including merit increases, incentive processes and commission plans, and supports the transition to a pay-for-performance philosophy through program design ...

Sunland Asphalt

Compensation Analyst

Phoenix, AZ · On-site

Manages annual compensation cycles, including merit increases, incentive processes and commission plans, and supports the transition to a pay-for-performance philosophy through program design ...

Sunland Asphalt

Compensation Analyst

Phoenix, AZ · On-site

Manages annual compensation cycles, including merit increases, incentive processes and commission plans, and supports the transition to a pay-for-performance philosophy through program design ...

Choice Hotels

IT Program Manager 2

Scottsdale, AZ · Hybrid

$117.40K - $117.90K/yr

IT Program Manager II Choice Hotels, one of the world's largest lodging franchisors, has an ... Competitive compensation and benefits, including medical, dental, and vision coverage * Leave and ...

USAA

Compensation Advisor Senior

Phoenix, AZ · On-site +1

$103.45K - $197.73K/yr

Partners with HR Business Partners and senior leaders regarding administration and management of executive compensation and benefit programs. We offer a flexible work environment that requires an ...

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Compensation Program Manager information

See Phoenix, AZ salary details

$38.2K

$106.7K

$155.9K

How much do compensation program manager jobs pay per year?

As of May 28, 2026, the average yearly pay for compensation program manager in Phoenix, AZ is $106,699.00, according to ZipRecruiter salary data. Most workers in this role earn between $78,900.00 and $131,600.00 per year, depending on experience, location, and employer.

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.

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 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 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 Phoenix, AZ? For Compensation Program Manager jobs in Phoenix, AZ, the most frequently searched job titles are:
What job categories do people searching Compensation Program Manager jobs in Phoenix, AZ look for? The top searched job categories for Compensation Program Manager jobs in Phoenix, AZ are:
What cities near Phoenix, AZ are hiring for Compensation Program Manager jobs? Cities near Phoenix, AZ with the most Compensation Program Manager job openings:
Compensation Program Manager jobs near you
Infographic showing various Compensation Program Manager job openings in Phoenix, AZ as of May 2026, with employment types broken down into 77% Full Time, 20% Part Time, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $106,699 per year, or $51.3 per hour.
Senior Compensation Analyst

Senior Compensation Analyst

Advisor Group

Scottsdale, AZ • On-site

$100K - $125K/yr

Full-time

Medical, Dental, Vision, Retirement

Posted 15 days ago

Job description

Current Employees and Contractors Apply Here
Osaic Careers
Human Resources Opportunity in Financial Services
Senior Compensation Analyst
Location(s):
Atlanta: 2300 Windy Ridge Pkwy SE, Suite750, Atlanta, GA 30339
La Vista:12325 Port Grace Blvd, La Vista, NE 68128
Oakdale: 7755 3rd St. N, Oakdale, MN 55128
Scottsdale: 18700 N Hayden Rd, Suite 255, Scottsdale, AZ 85255
St. Petersburg: 877 Executive Center Dr. W, Suite 300, St. Petersburg, FL 33702
Osaic is not considering remote candidates at this time.
Osaic has returned to the office on a hybrid schedule requiring a minimum of 4 days weekly in the office. Applicants should be located at one of our hubs listed above and must be willing to work this schedule.
Role Type:
Full-time, Exempt
Salary: $100,000 - $125,000 per year + annual performance-based bonus
Actual compensation offered will be determined individually, based on several job-related factors, including location, skills, licensure, experience, and education.
Our competitive compensation is just one component of Osaic's total compensation package. Additional benefits include health, vision, dental insurance, 401k, paid time away, volunteer days and much more. To view more details of what you can look forward to, visit our careers page: Osaic Benefits.
Summary:
The Senior Compensation Analyst is a highly influential individual contributor responsible for advancing the organization's compensation capabilities, analytics, and infrastructure. This role will play a critical part in stabilizing and modernizing compensation practices, with an immediate focus on data integrity, job architecture refinement, and scalable analytics.
Operating in a fast-evolving environment, this role will partner closely with the VP of Total Rewards and Compensation Manager to build foundational and advanced capabilities across compensation programs. The ideal candidate brings strong technical expertise in Workday, advanced Excel modeling, and data visualization, along with a builder mindset and the ability to operate effectively in ambiguity. This role will also help shape the organization's early-stage approach to AI-enabled compensation analytics and reporting.
Education Requirements:
Bachelor's degree in Human Resources, Business, Finance or a related field preferred, high school diploma (or equivalent) in combination with significant practical experience will be considered in lieu of degree. Minimum of high school diploma or equivalent is required.
Responsibilities:
Compensation Program Execution & Advisory
  • Support the design, execution, and continuous improvement of compensation programs, including base pay, incentives, and recognition
  • Serve as a trusted advisor to HR Business Partners and business leaders on offers, promotions, market adjustments, and pay decisions
  • Provide practical, data-informed recommendations in a fast-moving, evolving environment

Job Architecture & Benchmarking
  • Partner in the validation, refinement, and ongoing management of job architecture based on the McLagan framework
  • Review and update job descriptions, job profiles, leveling, and job family assignments
  • Conduct job evaluations, including FLSA classification and leveling alignment
  • Benchmark roles using survey data and market intelligence to ensure external competitiveness

Data Cleanup, Integrity & Infrastructure
  • Lead efforts to assess, clean, and standardize compensation and job data within Workday
  • Identify data gaps, inconsistencies, and risks, and implement practical solutions to improve data quality
  • Establish repeatable processes and governance for maintaining high-quality compensation data
  • Partner with HRIS to improve system structure, data flows, and usability

Advanced Analytics & Reporting Transformation
  • Build and enhance compensation reporting using advanced Excel and Workday reporting capabilities
  • Develop scalable dashboards and visualizations (e.g., Power BI) to support decision-making
  • Transition reporting from manual and reactive to automated and insight-driven
  • Deliver actionable insights on trends such as pay equity, compression, retention risk, and market positioning

Annual Compensation Processes
  • Lead execution of the annual merit and bonus planning cycles
  • Build models, tools, and reporting to support effective planning and budget alignment
  • Partner with Finance and HR to ensure alignment between compensation decisions and financial targets

Incentive Plan Support
  • Support design, modeling, and administration of incentive plans, including collaboration with Finance and Sales leadership
  • Assist in documentation and communication of plan designs

Innovation, Automation & AI Enablement
  • Identify opportunities to streamline and automate compensation processes using analytics, tools, and emerging technologies
  • Begin introducing and shaping the use of AI in compensation analytics, reporting, and process efficiency
  • Partner with leadership to explore practical, scalable applications of AI in Total Rewards
  • Drive a mindset of continuous improvement and modernization

Documentation & Enablement
  • Create clear, structured documentation for compensation programs, processes, and tools
  • Support training and enablement of HR partners and leaders

Basic Requirements:
  • Bachelor's degree in Human Resources, Finance, Data Analytics, or related field
  • 7+ years of progressive compensation experience
  • Strong experience with job architecture, job leveling, and benchmarking
  • Demonstrated experience with annual merit and bonus cycles
  • Advanced proficiency in Excel (complex modeling, data manipulation, scenario analysis)
  • Hands-on experience with Workday Compensation and reporting (beyond standard report running)
  • Ability to work effectively in ambiguous, evolving environments
  • Strong analytical, problem-solving, and stakeholder communication skills

Preferred Qualifications:
  • Experience with Power BI or other data visualization tools
  • Exposure to data cleanup, transformation, or system optimization efforts
  • Early experience with or strong interest in AI tools and applications in HR/Compensation
  • CCP certification
  • Experience working within a McLagan framework or similar job architecture models

Current Employees and Contractors Apply Here
Advisor Group logo

About Advisor Group

Sourced by ZipRecruiter

Be a part of the team behind our success! At Advisor Group, we support financial professionals nationwide, the people who help everyday Americans achieve their dreams. We're a billion-dollar business with the mentality and drive of a startup. Join us in building something special.

Industry

Finance and insurance

Company size

1,001 - 5,000 Employees

Headquarters location

Phoenix, AZ, US

Year founded

1988

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