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Compensation Program Manager Jobs (NOW HIRING)

Cirrus Logic

Manager, Compensation

Austin, TX · On-site

Key Responsibilities Compensation Programs & Strategy * Lead the development and execution of core ... Manage, coach, and develop two direct reports, fostering a high-performance and collaborative team ...

Raucy

Workers' Compensation Manager, Aviation

Jamaica, NY · On-site

$90K - $110K/yr

This is an opportunity to shape program performance while contributing to the evolution of a scaling risk management platform. Minimal travel required (up to 10%). Compensation The expected salary ...

Krispy Kreme

Sr Manager, Compensation

Charlotte, NC · On-site

Supports the administration of compensation programs designed for all employees, oversee job ... management principles, guidelines, procedures, and best practices. * Leads all major strategic ...

Lactalis LAG

Compensation Manager

Buffalo, NY · On-site

$77K - $104K/hr

The Compensation Manager plays a key role in shaping and delivering compensation programs that support our ability to attract, retain, and reward top talent. This position is responsible for ...

Lactalis American Group

Compensation Manager

Buffalo, NY · On-site

$77K - $104K/yr

The Compensation Manager plays a key role in shaping and delivering compensation programs that support our ability to attract, retain, and reward top talent. This position is responsible for ...

Brex

Senior Manager, Compensation

New York, NY · Hybrid

$212K - $265K/yr

Manage Compensation programs, such as participating in benchmarking and surveys, to calibrate and maintain Brex's market positioning * Oversee annual merit cycle to ensure pay parity and competitive ...

Lonza

Program Manager

Bend, OR

Compensation programs that recognize and reward high performance * Medical, dental, and vision ... Manage project scope, timelines, budgets, and program performance * Partner with account management ...

General Atomics

Program Manager III

Poway, CA · On-site

$112K - $205K/yr

Manages programs which have well defined program plans and delivery methodologies. Leads all phases ... This position is eligible for the Individual Compensation Program (ICP) bonus. * This position is ...

BREC, LA

Workers' Compensation Manager

Baton Rouge, LA · On-site

$59K/yr

Exempt General Summary The Workers' Compensation Manager is responsible for administering the agency worker's compensation program to control costs to assure a safe working environment and compliance ...

Ascend

Compensation Consultant

Palo Alto, CA · On-site

$90K - $95K/yr

Analyze, design and administer the organization's compensation program. * Monitors the ... Ability to manage multiple projects, prioritize as necessary and leverage resources throughout the ...

General Atomics

Program Manager III

Poway, CA · On-site

$112K - $205K/yr

Manages programs which require the development of well-defined program plans and delivery ... This position is eligible for the Individual Compensation Program (ICP) bonus. * This position is ...

Unum UK

Director, Compensation Programs

Chattanooga, TN · On-site +1

$113K - $155K/yr

Manage the global career framework, aligning and supporting career enablement for employees and ... program recommendations that are market aligned and position Unum as an employer of choice.

Fluidstack

Compensation Manager

New York, NY · On-site

$184K - $276K/yr

Build and refine compensation programs: Leverage department-level expertise to design, benchmark ... hiring manager making their first offer. * You measure what matters - pay equity, offer ...

Lonza

Program Manager

Bend, OR · On-site

Compensation programs that recognize and reward high performance * Medical, dental, and vision ... Manage project scope, timelines, budgets, and program performance * Partner with account management ...

Unum Group

Director, Compensation Programs

Chattanooga, TN · On-site

$113K - $155K/yr

Manage the global career framework, aligning and supporting career enablement for employees and ... program recommendations that are market aligned and position Unum as an employer of choice.

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Compensation Program Manager information

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$38.5K

$107.5K

$157K

How much do compensation program manager jobs pay per year?

As of Jul 9, 2026, the average yearly pay for compensation program manager in the United States is $107,460.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,500.00 and $132,500.00 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.
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Compensation Program Manager jobs near you
Manager, Compensation

Manager, Compensation

Cirrus Logic

Austin, TX • On-site

Full-time

Re-posted 3 days ago

Job description

For over four decades, Cirrus Logic has been propelled by the top engineers in mixed-signal processing. Our rockstar team thrives on solving complex challenges with innovative end-user solutions for the world's top consumer brands. Cirrus Logic is also known for its award-winning culture, which was built on a foundation of inclusion and fairness, meaningful community engagement, and delivering enjoyable employee experiences at every turn. But we couldn't do it without our extraordinary workforce - and that's where you come in. Join our team and help us continue to make Cirrus Logic an exceptional place to grow your career!
The Manager, Compensation is responsible for the design, implementation, and administration of global compensation programs that align with business strategy and drive organizational performance. This role partners closely with HR Business Partners and business leaders to provide strategic and operational compensation support, ensuring programs are competitive, equitable, and scalable. The role manages two direct reports and plays a key role in delivering core annual cycles, market analysis, and executive-ready insights.
This role is ideal for a hands-on compensation leader who can operate both strategically and tactically, bringing rigor, insight, and partnership to a critical function within Total Rewards.
Key Responsibilities
Compensation Programs & Strategy
  • Lead the development and execution of core compensation programs, including:

  • Annual merit planning and budget development

  • Annual Long-Term Incentive (LTI) budget modeling and allocation

  • Short-term incentive (STI) / bonus accrual forecasting and payout execution

  • Partner with Finance and HR leadership to align compensation spend with company performance and financial targets

  • Support the design and evolution of compensation frameworks, policies, and guidelines

Sales Compensation
  • Provide working knowledge and support for sales compensation plans, including plan design, quota setting, and payout validation

  • Partner with Sales Operations and Finance to ensure alignment and accuracy

Market Data & Analytics
  • Leverage market data sources (e.g., Radford, Mercer, WTW) to benchmark roles and ensure competitive positioning

  • Conduct complex data analysis to identify trends, risks, and opportunities

  • Deliver actionable insights and recommendations to senior leadership

  • Build and maintain compensation models and tools to support decision-making

Job Architecture & Leveling
  • Support the development and maintenance of job architecture, including job leveling and career frameworks

  • Ensure internal equity and consistency across roles and geographies

Ad-Hoc Compensation Support
  • Provide consultative support on compensation-related requests, including:

  • New hire offers and equity recommendations

  • Promotions, transfers, and retention cases

  • Off-cycle adjustments

  • Partner with HRBPs and leaders to balance market competitiveness with internal equity

Compliance & Governance
  • Working knowledge of prevailing wage requirements and H-1B regulations
  • Ensure compliance with applicable laws, regulations, and internal policies

  • Support audits and documentation requirements

Leadership & Team Management
  • Manage, coach, and develop two direct reports, fostering a high-performance and collaborative team environment

  • Set clear priorities and ensure delivery against tight deadlines and competing demands

  • Review and validate team outputs for accuracy, quality, and strategic alignment

  • Build strong cross-functional relationships with HR, Finance, Legal, and business leaders

Qualifications
Required Experience
  • 6-10+ years of progressive compensation experience, including program management
  • 2-4+ years of experience being a people manager

  • Experience leading annual compensation cycles (merit, bonus, equity)

  • Strong analytical skills with the ability to manage and interpret large datasets

  • Experience working with market data providers such as Radford, Mercer, and/or WTW

  • Working knowledge of sales compensation structures

  • Familiarity with prevailing wage and H-1B requirements

Skills & Competencies
  • Strong business acumen and ability to influence senior-level stakeholders

  • Proven ability to manage competing priorities under tight deadlines

  • High level of discretion and ability to handle confidential information

  • Detail-oriented with strong organizational skills

  • Advanced Excel and data modeling skills (experience with SuccessFactor or similar HRIS a plus)

  • Excellent communication skills, including the ability to translate data into clear, compelling narratives

Preferred Qualifications
  • Experience in a high-growth or fast-paced environment

  • Exposure to global compensation programs

  • Experience supporting executive compensation or equity programs

  • Bachelor's degree in HR, Finance, Business, or related field (Master's or CCP certification a plus)

Success Measures
  • Timely and accurate execution of annual compensation cycles

  • High-quality insights and recommendations that influence business decisions

  • Strong stakeholder satisfaction and partnership

  • Development and retention of a high-performing compensation team

Applicants must be authorized to work for ANY employer in the U.S. We are unable to sponsor or take over sponsorship of an employment visa at this time.
Export control restrictions based upon applicable laws and regulations would prohibit candidates who are nationals of certain embargoed countries from working in this position without Cirrus Logic first obtaining an export license. Candidates for this role must be able to access technical data without a requirement for an export license. We are unable to sponsor or obtain export licenses for this role.
Cirrus Logic strives to select the best qualified applicant for any opening. Different approaches, ideas and points of view are both valued and respected. Employment decisions are made on the basis of job-related criteria without regard to race, color, religion, sex, national origin, age, protected veteran or disabled status, genetic information, or any other classification protected by applicable law.

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