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Compensation Program Manager Jobs in Portland, OR

Advanced Energy

Program Manager

Vancouver, WA · On-site

$125K - $145K/yr

The Program Manager ensures On-Time delivery of products to finished goods as scheduled by Advanced ... COMPENSATION: As required by multiple state pay transparency laws, Advanced Energy provides a ...

Adidas

Sales Compensation Manager

Portland, OR

Key Responsibilities Sales Compensation program o Support the definition and design of Sales ... Management o Provide professional advice and communicate to Rewards Partners and HR Partners o ...

Adidas

Sales Compensation Manager

Portland, OR · On-site

Key Responsibilities Sales Compensation program o Support the definition and design of Sales ... Management o Provide professional advice and communicate to Rewards Partners and HR Partners o ...

adidas

Sales Compensation Manager

Portland, OR · On-site

Key Responsibilities Sales Compensation program o Support the definition and design of Sales ... Management o Provide professional advice and communicate to Rewards Partners and HR Partners o ...

nLIGHT

Program Manager - Defense

Camas, WA · On-site

Program Manager: $90,000 - $120,000 Other Compensation and Benefits * Target Cash Bonus of 5% of earned wages * Eligible for Restricted Stock Unit grants * 4 weeks of Paid Time Off per year * 10 paid ...

nLIGHT

Program Manager - Defense

Camas, WA

$90K - $120K/yr

Program Manager: $90,000 - $120,000 Other Compensation and Benefits * Target Cash Bonus of 5% of earned wages * Eligible for Restricted Stock Unit grants * 4 weeks of Paid Time Off per year * 10 paid ...

nLIGHT

Program Manager - Defense

Camas, WA · On-site

$90K - $120K/yr

Program Manager: $90,000 - $120,000 Other Compensation and Benefits * Target Cash Bonus of 5% of earned wages * Eligible for Restricted StockUnit grants * 4weeks of Paid Time Off per year ...

nLIGHT

Program Manager - Defense

Camas, WA · On-site

$90K - $120K/yr

Program Manager: $90,000 - $120,000 Other Compensation and Benefits * Target Cash Bonus of 5% of earned wages * Eligible for Restricted Stock Unit grants * 4 weeks of Paid Time Off per year * 10 paid ...

Deloitte

Technical Program Manager

Portland, OR · Remote

$136K - $177K/yr

This compensation range is specific to the remote role and takes into account the wide range of ... Work you'll do The Technical Program Manager will lead end-to-end program management for large ...

Hp

Solutions Program Manager

Vancouver, WA

$116K - $162K/yr

Solutions Program Manager Description - This person will work closely with Product Program Manager ... Additional flexible paid vacation and sick leave (US benefits overview [ The compensation and ...

PeaceHealth

Stroke Program Manager

Vancouver, WA

$116K - $174K/yr

Compensation & Benefits * Annual Range: $116,438-$174,636 * Comprehensive benefits package ... Program leadership or management experience * Clinical Nurse Specialist or Nurse Practitioner ...

PeaceHealth

Stroke Program Manager

Vancouver, WA · On-site

$116K - $174K/yr

Compensation & Benefits * Annual Range: $116,438-$174,636 * Comprehensive benefits package ... Program leadership or management experience * Clinical Nurse Specialist or Nurse Practitioner ...

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All JobsCompensation Program Manager JobsCompensation Program Manager Jobs in Portland, OR

Compensation Program Manager information

See Portland, OR salary details

$40.8K

$114K

$166.5K

How much do compensation program manager jobs pay per year?

As of Jun 24, 2026, the average yearly pay for compensation program manager in Portland, OR is $113,962.00, according to ZipRecruiter salary data. Most workers in this role earn between $84,300.00 and $140,500.00 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 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 Portland, OR? For Compensation Program Manager jobs in Portland, OR, the most frequently searched job titles are:
What job categories do people searching Compensation Program Manager jobs in Portland, OR look for? The top searched job categories for Compensation Program Manager jobs in Portland, OR are:
Compensation Program Manager jobs near you
Workers Compensation Program Specialist

Workers Compensation Program Specialist

Pacific Seafood

Clackamas, OR • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 3 days ago

Pacific Seafood rating

7.3

Company rating: 7.3 out of 10

Based on 17 frontline employees who took The Breakroom Quiz

147th of 386 rated food and drinks producers

Job description

Workers Compensation Program Specialist
Department: Team Member Services
Employment Type: Full Time
Location: Clackamas
Reporting To: Craig Starkey
Description
At Pacific Seafood, we do more than just provide the world with the healthiest proteins on the planet. We are a family-owned, excellence-driven organization committed to being the brand of choice in the marketplace and the employer of choice in the community. We believe in servant leadership, investing in our team members' personal and professional growth, and rewarding performance. We live by the core values of our Diamond Philosophy: Teamwork, Productivity, Quality, and Excellence-which means consistently doing your best and always striving to do better.
Our Benefits & Compensation team is an integral part of ensuring compliance, reducing risk, and supporting team member well-being. We consistently do our best and always strive to be better so that we can mitigate risks and create a safe working environment for all team members.
As the Workers' Compensation Program Specialist, you will lead, administer, and continuously improve Pacific Seafood's enterprise-wide workers' compensation program. This role expands beyond claim-level processing and assumes responsibility for the full program lifecycle-including prevention support, compliance, analytics, reporting, vendor partnership management, and cost-containment strategies., You will work closely with HR, Safety, Operations, Finance, and external partners to ensure prompt reporting, accurate documentation, consistent practices across locations, and proactive strategies to reduce both frequency and severity of claims. Your expertise will directly influence program costs, risk exposure, and team member outcomes.
Key Responsibilities
1. Program Leadership & Strategy
  • Lead and administer the full lifecycle of the company's workers' compensation program across all Pacific Seafood locations.
  • Develop, implement, and evaluate enterprise-wide WC policies, processes, and best practices.
  • Serve as the program's subject-matter expert, supporting senior management with recommendations that improve safety culture, reduce claim costs, and enhance return-to-work outcomes.
  • Partner with HR, Safety, and Operations to identify and address program gaps, inefficiencies, and opportunities for improvement.
  • Support strategic alignment between HR and Safety teams to reduce injuries, lower claim severity, and prevent recurrence.

2. Claims Oversight & Case Management
  • Oversee and coordinate all claim activities from initial report to closure, ensuring accuracy, timeliness, and regulatory compliance.
  • Validate claim details, investigate discrepancies, and communicate with internal leadership and external partners to ensure appropriate handling.
  • Manage complex, high-impact, or litigated claims with heightened oversight and proactive follow-up.
  • Support transitional duty and return-to-work practices by partnering with HR and Operations to identify appropriate placements and ensure compliance with restrictions.

3. Data, Analytics & Reporting
  • Analyze claims data, identify trends, and generate actionable insights to reduce WC exposure.
  • Monitor key performance indicators such as claim frequency, severity, mod factors, time-loss days, and cost drivers.
  • Prepare monthly, quarterly, and annual WC program reports for HR, Safety, and senior leadership.
  • Support annual budgeting and forecasting for workers' compensation costs.

4. Compliance, Documentation & Regulatory Requirements
  • Maintain required OSHA logs, WC records, permits, and regulatory documentation in accordance with federal, state, and company requirements.
  • Track changes in laws, regulations, and industry standards; update policies and communicate impacts to HR and Safety teams.
  • Ensure adherence to reporting timelines and documentation standards across all divisions.

5. Cross-Functional Coordination & Partnership
  • Maintain consistent communication with divisional HR partners to support timely reporting, proper investigations, and coordinated follow-up.
  • Partner with Safety leadership to review incident trends, root causes, and injury-prevention strategies.
  • Collaborate with Finance and external auditors to support annual WC audits, financial accruals, and insurance renewal processes.
  • Serve as the primary liaison to insurance carriers, TPAs, medical providers, and legal counsel.

6. Program Development & Continuous Improvement
  • Recommend enhancements to workflows, systems, training, and cross-functional processes to strengthen program performance.
  • Support the development of educational materials and training to ensure HR and Operations understand reporting expectations, process requirements, and injury management protocols.
  • Research and implement innovative WC practices, technologies, or tools that improve outcomes and reduce costs.
  • Identify opportunities to maximize premium savings, rebates, safety incentives, or other cost-mitigation programs.

7 Additional Responsibilities
  • Assist the HR Director in fulfilling leadership responsibilities and informing executive-level decision-making.
  • Perform other duties as assigned to support the company's safety, HR, and risk-management objectives
  • Additional responsibilities may be assigned as deemed necessary to support the overall goals and objectives of the position.

What you bring to Pacific Seafood
Required
  • Bachelor's degree in business, HR, risk management or other relevant fields or,
  • A minimum of 3 years' experience managing workers compensation claims, oversight, risk management, or related experience or,
  • A minimum of 3 years' experience working with insurance carriers, TPAs or regulatory agencies
  • Strong understanding of federal, state and local WC regulations
  • Strong computer skills in MS Office, with proven ability to prepare reports and presentations.
  • Ability to analyze data, identify trends, and communicate insights

Preferred
  • Prior experience working in manufacturing, distribution, food processing, or similar operational environments.
  • Experience working with and leading cross-site and multi-functional teams.
  • Background in risk management or HR compliance

Benefits
Total Compensation:
At Pacific Seafood, your base wage is only a portion of your overall compensation package. We invest in our Team Members through a comprehensive and attractive total rewards package, including but not limited to:
  • Health insurance benefits options, including medical, prescription, vision, dental, basic group life and short term disability.
  • Flexible spending accounts for health flex and dependent care expenses.
  • 401(k) Retirement Plan options with generous annual company profit sharing match.
  • Paid time off for all regular FT team members, to include paid sick, vacation, holiday, and personal time.
  • Employee Assistance Program- Confidential professional counseling, financial, and legal assistance provided at no charge to Team Members and immediate family members
  • Product purchase program.

Pacific Seafood is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.

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