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Compensation Program Manager Jobs in Pittsburgh, PA

King & George, LLC

Program Manager

Pittsburgh, PA

Program Manager Location: Pittsburg Air Reserve Station Position Type: Full-time The Program ... However, employees who have access to the compensation information of other employees or applicants ...

Keybank

Senior Compensation Analyst

Pittsburgh, PA · On-site

$80K - $104K/yr

... Risk Management and Business Executives in the review and/or redesign of incentive compensation plans. Ensures appropriate consideration of Sound Compensation Program and governance/ risk ...

RAND Corporation

Director, Compensation

Pittsburgh, PA · On-site

$151K - $230K/yr

Advise and consult with management on compensation matters, including s, salary management, incentive programs, and performance management. * Lead or participate in projects to design, implement, and ...

RAND Corporation

Director, Compensation

Pittsburgh, PA · On-site

$151K - $230K/yr

Advise and consult with management on compensation matters, including s, salary management, incentive programs, and performance management. * Lead or participate in projects to design, implement, and ...

Philips

Program Manager (Murrysville, PA)

Murrysville, PA · On-site

$121K - $193K/yr

Job Title Program Manager (Murrysville, PA) Program Manager (Murrysville, PA) As a Program Manager ... In addition, other compensation, such as an annual incentive bonus, sales commission or long-term ...

Philips

Program Manager (Murrysville, PA)

Murrysville, PA · On-site

$121K - $193K/yr

Job TitleProgram Manager (Murrysville, PA) Program Manager (Murrysville, PA) As a Program Manager ... In addition, other compensation, such as an annual incentive bonus, sales commission or long-term ...

Keurig Dr Pepper

Engineering Program Manager

Pittsburgh, PA · On-site +1

$96K - $150K/yr

Engineering Program Manager This role will work remotely and be expected to travel approximately 50 ... Actual placement within the compensation range may vary depending on experience, skills, and other ...

Wabtec

Senior Compensation Lead

Pittsburgh, PA

$80K - $104K/yr

Serve as a trusted advisor to HR, managers, and employees on compensation programs, policies, and practices. * Administer and support broad-based compensation and incentive programs, ensuring ...

Wabtec

Senior Compensation Lead

Pittsburgh, PA

$80K - $104K/yr

Serve as a trusted advisor to HR, managers, and employees on compensation programs, policies, and practices. * Administer and support broad-based compensation and incentive programs, ensuring ...

Wabtec

Senior Compensation Lead

Pittsburgh, PA

Serve as a trusted advisor to HR, managers, and employees on compensation programs, policies, and practices. * Administer and support broad-based compensation and incentive programs, ensuring ...

Fnbcorp

Compensation Analyst

Pittsburgh, PA

Manager of Compensation and Equity Position Overview: The Compensation Analyst partners with HR and business leaders to design, administer, and continuously improve compensation programs that support ...

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All JobsCompensation Program JobsCompensation Program Manager JobsCompensation Program Manager Jobs in Pittsburgh, PA

Compensation Program Manager information

See Pittsburgh, PA salary details

$37.4K

$104.3K

$152.4K

How much do compensation program manager jobs pay per year?

As of Jul 14, 2026, the average yearly pay for compensation program manager in Pittsburgh, PA is $104,324.00, according to ZipRecruiter salary data. Most workers in this role earn between $77,200.00 and $128,600.00 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 Pittsburgh, PA? For Compensation Program Manager jobs in Pittsburgh, PA, the most frequently searched job titles are:
What job categories do people searching Compensation Program Manager jobs in Pittsburgh, PA look for? The top searched job categories for Compensation Program Manager jobs in Pittsburgh, PA are:
What cities near Pittsburgh, PA are hiring for Compensation Program Manager jobs? Cities near Pittsburgh, PA with the most Compensation Program Manager job openings:
Compensation Program Manager jobs near you
Program Manager

Program Manager

King & George, LLC

Pittsburgh, PA

Other

Posted 5 days ago

Job description

Job Requisition: Program Manager

Job Title: Program Manager Location: Pittsburg Air Reserve Station Position Type: Full-time

Job Description: The Program Manager (PM) is responsible for overseeing the overall performance of the contract and ensuring that all base operating support services are executed in accordance with the specified requirements of the Performance Work Statement (PWS). The PM must be on-site full-time and act as the primary point of contact for all matters related to the execution of the contract. The PM will have authority to bind the Contractor (KTR) contractually and ensure timely and effective execution of work.

Key Responsibilities:

Manage the execution of all services specified in the PWS, ensuring alignment with contract requirements.

Supervise and manage the performance of three or more functions of base operating support services.

Ensure compliance with all contract requirements, including quality, safety, and performance standards.

Serve as the primary interface between the Government and the Contractor, facilitating communication and resolving any issues that arise.

Develop and maintain program schedules, performance metrics, and action plans to ensure continuous and successful contract execution.

Coordinate with all functional areas to ensure proper integration of services.

Implement corrective actions for any performance deficiencies.

Provide direct oversight and leadership to personnel, ensuring adherence to contract specifications and schedules.

Serve as the designated Contract Manager with full authority to make decisions and bind the KTR.

Qualifications:

Must be certified through an accredited Program/Project Management accreditation agency in Program Management and/or Project Management. Experience will not substitute for certification.

Minimum of three years' experience within the last six years in managing three or more functions of base operating support services or the commercial equivalent, of a magnitude of $28M of services.

Proven experience in managing complex programs with multiple services simultaneously.

Strong leadership, organizational, and communication skills.

Minimum Qualifications:

Program Management Certification (e.g., PMP, PgMP).

Disclaimer:

The duties and responsibilities described are not a comprehensive list and additional tasks may be assigned to the employee from time to time; or the scope of the job may change as necessitated by business demands.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

We maintain a drug-free workplace and perform pre-employment substance abuse testing.

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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