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Compensation Program Manager Jobs in Warm Springs, OR

Cascade Management

Assistant Community Manager

Madras, OR · On-site

$19 - $26/hr

About Us Compensation: $19.00-26.00 Schedule: Monday-Friday (8am-5pm) Hours: 40 Full-Time Location ... Assistance Program. Accident/Cancer Plan, Medical and Dependent Care Flex Benefit *Bilingual ...

Workstream

Project Manager or Senior PM

Prineville, OR · On-site

$80 - $100/hr

Job brief Project Manager or Senior PM Prineville, Oregon About Griffin Construction: We are a well ... Compensation in line with experience and industry + discretionary bonus program

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All JobsCompensation Program JobsCompensation Program Manager JobsCompensation Program Manager Jobs in Warm Springs, OR

Compensation Program Manager information

See Warm Springs, OR salary details

$32.7K

$91.2K

$133.3K

How much do compensation program manager jobs pay per year?

As of Aug 20, 2026, the average yearly pay for compensation program manager in Warm Springs, OR is $91,215.00, according to ZipRecruiter salary data. Most workers in this role earn between $67,500.00 and $112,500.00 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 job categories do people searching Compensation Program Manager jobs in Warm Springs, OR look for?

The top searched job categories for Compensation Program Manager jobs in Warm Springs, OR are:

Compensation Program Manager jobs near you
Infographic showing various Compensation Program Manager job openings in Warm Springs, OR as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 16% Part Time, and 4% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $91,215 per year, or $43.9 per hour.

Director of Residential Operations

Rimrock Trails Treatment Services

Prineville, OR • On-site

$95K - $115K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 19 days ago

Job description

Job Type
Full-time
Description
Department: Residential
Reports to: Chief Executive Officer
FLSA Status: Full-time exempt
In Person, Prineville, OR
Our mission is to improve the lives of those struggling with mental health and substance use by providing timely access to compassionate and effective behavioral healthcare.
As an organization, we value Authenticity, Integrity, Compassion and Connection; therefore, in all our interactions we will walk a courageous path where our values, ideals and actions align to create and maintain authentic connections with others.
POSITION OVERVIEW
The Director of Residential Operations provides executive-level administrative, operational, and program development leadership for the adolescent residential treatment program. This position is responsible for daily and strategic program operations, census and referral development, staffing systems, budget accountability, compliance systems, performance metrics, operational outcomes, and program growth. The Director of Residential Operations administratively supervises assigned residential staff and partners closely with the Residential Clinical Director, who provides clinical supervision and clinical quality leadership, and the Medical Director, who provides medical oversight for medication-related protocols and medical workflow expectations.
ESSENTIAL POSITION RESPONSIBILITIES
Administrative and Operational Leadership
  • Provide administrative supervision for the Residential Program Manager, Residential Behavioral Health Clinicians/Counselors, Admissions Coordinator, Kitchen Manager, and other assigned residential administrative or operational staff.
  • Oversee residential operations, staffing systems, scheduling accountability, productivity expectations, PTO/attendance processes, performance management, and policy compliance.
  • Ensure clear and effective operational processes between admissions, treatment, medical coordination, medication workflows, residential staff, food services and the Medical Director.
  • Lead project management and implementation of key residential initiatives, ensuring follow-through, clear ownership, deadlines, and sustainable systems.
  • Develop, implement, and monitor residential program goals, strategic objectives, key performance indicators, census targets, referral conversion metrics, and operational improvement plans.
  • Maintain accountability for residential budget performance, staffing analysis, overtime management, resource use, purchasing practices, and fiscal stewardship.
  • Ensure operational compliance systems are organized, current, and prepared for licensing, audit, contract, and payer requirements in partnership with Quality/Compliance leadership.

Program Development and Community Relationships
  • Develop and maintain referral relationships with hospitals, counties, juvenile justice partners, CCOs, schools, providers, funders, and community partners.
  • Oversee admissions workflow, waitlist management, census management, referral source communication, and access-to-care improvements.
  • Identify opportunities for program development, new services, improved utilization, and strengthened residential service delivery.
  • Partner with the Residential Clinical Director to ensure operational decisions support treatment quality and clinical best practice.
  • Collaborate with Finance, HR, Quality/Compliance, Community Relations, Billing, Medical Director, and other departments to support program sustainability.

What we offer:
  • Health insurance - employer pays 100% of base plan premium
  • Dental insurance
  • Vision insurance
  • 401(k) with employer match
  • Flexible spending account
  • Life insurance
  • 10 paid holidays including your birthday
  • Paid vacation (PTO accrual)
  • Sick leave accrual
  • Paid wellness days
  • Compensation $95,000-$115,00 per year, depending on experience

Requirements
QUALIFICATIONS, SKILLS AND KNOWLEDGE
Minimum Required
  • Master's degree in healthcare administration, nonprofit management, public administration, behavioral health administration, business administration, or related field.
  • Minimum of five years of progressively responsible leadership experience in healthcare, behavioral health, social services, residential treatment, nonprofit administration, or a closely related field.
  • Demonstrated experience with program development, project management, operations, budgets, staff supervision, performance management, and process improvement.
  • Ability to manage competing priorities, develop sustainable systems, and move complex projects from planning to implementation.
  • Knowledge of healthcare operations, behavioral health systems, payer requirements, compliance expectations, and service delivery metrics.

Preferred
  • Experience with adolescent residential treatment, CCO relationships, OHA/OAR requirements, or Medicaid-funded healthcare/behavioral health programs.
  • Behavioral Health or Healthcare Licensure/Certification

PHYSICAL JOB DESCRIPTION
Typical Working Conditions Residential treatment and office setting; prolonged periods of sitting and computer work; ability to access and navigate residential facilities; occasional lifting up to 25 pounds unless otherwise required by the role.
Equipment Used Telephone system, computer, electronic health record, copier/printer/binding equipment, agency vehicle as applicable, medication-related tracking tools and supplies as applicable, and other standard office or program equipment.
Essential Physical Tasks Employee must be able to perform the essential functions of the position satisfactorily, with or without reasonable accommodation. Specific physical demands may vary based on program needs and assigned duties.
EEO/AAP Statement: Rimrock Trails provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type 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. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
ADA Statement: Employee must be able to perform the essential functions of the position satisfactorily and, if requested, reasonable accommodations will be made to enable employees with disabilities to perform the essential functions of their job, absent undue hardship.
Disclaimer: Rimrock Trails retains the right to change or assign other duties to this position based on business needs, program requirements, and applicable law.
Salary Description
$95,000-$115,000

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