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Compensation Project Manager Jobs in Oregon (NOW HIRING)

ATD Technology LLC

Compensation Analyst

Portland, OR · On-site

Ability to manage small projects from concept to implementation. Can take a set of requirements to ... The Compensation Analyst provides professional-level assistance in the development, installation ...

Versaterm

OR

The Role The Project Manager leads the planning, coordination, and delivery of complex Versaterm ... Versaterm is committed to fair and equitable compensation that is competitive, consistent, and ...

Pride Health

Compensation Analyst

Portland, OR · On-site

$30/hr

This role partners with HR Business Partners and managers to ensure equitable pay practices ... Support annual merit increases, salary structure updates, and compensation projects. * Maintain ...

RWDI

Project Manager

Portland, OR · On-site

$100K - $140K/yr

Greg Thompson Compensation: $100,000 - $140,000 / year Description Position Overview: As a Project Manager, you will play a pivotal role in identifying, pursuing, and securing new business ...

Flux

Project Manager

Portland, OR · On-site

Project Manager 2 This is a full-time exempt (40+ hours/week), on-site / hybrid and travel-light ... Compensation & Benefits * Hourly or salary range: Not specified * Medical Coverage: Two United ...

Clayco

Project Manager

Gresham, OR

The Role We Want You For The Project Manager will be based on the construction project site. In ... Compensation decisions are dependent on the facts and circumstances of each case.

Clayco

Project Manager

Gresham, OR

The Role We Want You For The Project Manager will be based on the construction project site. In ... Compensation decisions are dependent on the facts and circumstances of each case.

Clayco

Project Manager

Gresham, OR

The Role We Want You For The Project Manager will be based on the construction project site. In ... Compensation decisions are dependent on the facts and circumstances of each case.

Clayco

Project Manager

Gresham, OR

The Role We Want You For The Project Manager will be based on the construction project site. In ... Compensation decisions are dependent on the facts and circumstances of each case.

Clayco

Project Manager

Gresham, OR · On-site

The Role We Want You For The Project Manager will be based on the construction project site. In ... Compensation decisions are dependent on the facts and circumstances of each case.

Clayco

Project Manager

Gresham, OR

The Role We Want You For The Project Manager will be based on the construction project site. In ... Compensation decisions are dependent on the facts and circumstances of each case.

RimePro Inc

Project Manager

Portland, OR

$120K - $145K/yr

This role will be responsible for managing projects from preconstruction through closeout, working ... Construction-related degree or equivalent experience preferred Compensation & Details * Strong ...

FFAH Family of Nonprofits Inc

Project Manager

Bend, OR · On-site

Position Overview The Project Manager supports FFAH's Land Development team in managing affordable ... Compensation & Benefits 100% employer-paid medical, dental, and vision insurance 401(k) with ...

Amerilife Group, LLC

OR

$110K - $140K/yr

In this role, you will manage projects related to cloud data platforms, data ingestion pipelines ... Compensation * Salary Range: $110,000 to $140,000 * Salary offers will vary commensurate with ...

RWDI

Project Manager

Portland, OR

$100K - $140K/yr

As a Project Manager, you will play a pivotal role in identifying, pursuing, and securing new ... Compensation: * Salary Range: $100,000.00 -$140,000.00 * Annual Performance Bonus * Paid Vacation

Deacon Construction

PROJECT MANAGER

Portland, OR

Project Manager, Special Projects Deacon Construction · Portland, OR · Full-Time · Reports to ... WHAT WE OFFER Compensation Competitive salary based on experience Bonus Performance-based ...

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All JobsCompensation Project JobsCompensation Project Manager JobsCompensation Project Manager Jobs in Oregon

Compensation Project Manager information

See Oregon salary details

$23

$48

$80

How much do compensation project manager jobs pay per hour?

As of Jul 27, 2026, the average hourly pay for compensation project manager in Oregon is $48.89, according to ZipRecruiter salary data. Most workers in this role earn between $42.45 and $53.61 per hour, depending on experience, location, and employer.

Can I make 100k as a project manager?

Compensation Project Managers can earn $100,000 or more annually, especially with experience, certifications like PMP, and working in high-demand industries or regions. Salaries vary based on location, company size, and project complexity, with senior or specialized project managers often reaching or exceeding this level.

What is the difference between Compensation Project Manager vs Compensation Analyst?

AspectCompensation Project ManagerCompensation Analyst
CredentialsTypically requires a bachelor’s degree in HR, Business, or related field; certifications like CCP or CBP are commonUsually holds a bachelor’s degree in HR, Finance, or related; certifications like CCP or CBP are also common
Work EnvironmentManages projects across HR and compensation teams, often in corporate or consulting settingsAnalyzes compensation data, conducts market research, and supports pay structure development
Employer & Industry UsageUsed in large corporations, consulting firms, and government agenciesCommon in HR departments, consulting firms, and compensation consulting

The Compensation Project Manager focuses on leading compensation initiatives and managing related projects, while the Compensation Analyst primarily analyzes data and supports compensation strategies. Both roles require similar credentials and are integral to HR and compensation teams, but their core responsibilities differ in scope and focus.

What jobs pay $500,000 a year in the US?

In the US, high-paying roles such as senior executives, investment bankers, specialized surgeons, and certain technology executives can earn $500,000 or more annually. Compensation at this level often includes base salary, bonuses, stock options, or profit sharing, and typically requires extensive experience, advanced skills, and leadership responsibilities.

What are Compensation Project Managers?

Compensation Project Managers are professionals who oversee and manage compensation-related projects within an organization. Their responsibilities include designing, implementing, and evaluating compensation programs and initiatives such as salary structures, incentive plans, and pay equity analyses. They collaborate with HR teams, business leaders, and external consultants to ensure that compensation strategies align with organizational goals and comply with legal requirements. Effective Compensation Project Managers possess strong analytical, communication, and project management skills.

What are the key skills and qualifications needed to thrive as a Compensation Project Manager, and why are they important?

To thrive as a Compensation Project Manager, you need expertise in compensation analysis, project management, and a strong understanding of HR principles, typically supported by a bachelor’s degree in human resources, business, or a related field. Familiarity with compensation management systems (like Workday or SAP), proficiency in Excel, and relevant certifications such as CCP (Certified Compensation Professional) are often required. Strong analytical thinking, attention to detail, communication, and stakeholder management skills help drive successful compensation projects. These competencies ensure accurate compensation strategies, effective project execution, and alignment with organizational goals.

Who earns more, PM or PMO?

In general, Program Managers (PMs) tend to earn higher salaries than Project Management Office (PMO) roles because they often oversee multiple projects and have broader responsibilities. Compensation varies based on experience, industry, and location, but PMs typically have more seniority and higher earning potential than PMO staff, who support project management functions. Both roles require strong leadership and organizational skills, with certifications like PMP often influencing salary levels.

What are some common challenges Compensation Project Managers face when implementing new compensation structures?

Compensation Project Managers often encounter challenges such as aligning new pay structures with both organizational goals and market benchmarks, ensuring compliance with legal and regulatory requirements, and communicating changes effectively to stakeholders. Managing resistance to change from employees or leadership is also a frequent hurdle, as compensation adjustments can impact morale and retention. Successfully navigating these challenges requires strong project management skills, cross-functional collaboration, and a clear communication strategy.

What's the highest paid project manager?

The highest paid project managers are often those in specialized industries such as IT, engineering, or construction, with senior or executive-level roles earning salaries exceeding $150,000 annually. Certifications like PMP and experience managing large, complex projects can also contribute to higher compensation.
Compensation Project Manager jobs near you
Compensation Analyst

Compensation Analyst

ATD Technology LLC

Portland, OR • On-site

Contractor

Posted 6 days ago

Job description

Description:

8-5 with lunch. Flexibility available

  • Bachelors in Human Resources or related field (or equivalency in Education/ Experience/ Training)
  • Two years of HR administration experience
  • Preferred: Experience in compensation administration related activities and Experience with union contracts
  • Knowledge of HR principles and practices
  • Knowledge and experience with compensation programs/principle such as classifications, salary surveys, compensation structures, etc
  • Ability to handle superior level of confidentiality concerning employee information.
  • Intermediate level experience with Excel
  • Ability to manage small projects from concept to implementation. Can take a set of requirements to define and scope a project, develop a plan, implement the plan and then bring closure to the project through a review.

The Compensation Analyst provides professional-level assistance in the development, installation, cost analysis, and administration of the OHSU compensation program. This includes job analysis and design, job classification review, workforce management, systems support and development, and maintenance of compensation tools and documentation.

This position works closely with HR Business Partners and HR staff by serving as a compensation resource for the interpretation, application, and administration of internal and external compensation-related policies and guidelines.

  1. Compensation Consultation, Review and Analysis –
    a. Consults with managers and HR staff in creating and/or revising position descriptions. In some cases, requires writing draft position description as a starting point.
    b. With support from senior team members, recommends classifications and salary grades for new and revised positions. This requires research of available market data or internal sources to create a new classification and grade assignment.
    c. Provides guidance and consultation to HR partners on actual pay consideration; may be related to new hire offers, job reclassification, internal development, equity, merit or other considerations. Requires knowledge and familiarity with structure, equity and compa-ratio analysis.
    d. Provides support to HR and management staff concerning interpretation of compensation practices and guidelines.
  2. Compensation Administration
    a. Responsible for accurate review and timely processing of requests requiring compensation approval or oversight, e.g., new positions, reclassification requests, special pay changes, one-time payments, HRIS/Compensation Audits.
    b. Serves as a technical resource for compensation-related policy and guidelines. Includes providing accurate and timely consultation to managers and employees regarding internal guidelines, e.g., utilization of research rank, AFSCME classifications, general contract language and application, external (e.g., BOLI, FLSA) compliance requirements, etc.
    c. Compensation related data input, including initial position and job creation in HRIS, position number changes, and maintenance of compensation plan and classification specifications on HR website.
  3. Product/Systems Maintenance and Development
    a. Actively participates in ongoing review of compensation processes, policies and tools. This includes assisting with the management of job documentation, job descriptions, databases and tables related to job codes, salary grades, etc.
    b. Develops as needed, ad hoc reports or downloads related to compensation activities and analyses.
    c. Participates in activities related to Oracle improvements and maintenance. Serves as a compensation content point of contact related to system applications and needs.
  4. Compensation Project/Process Support
    a. Supports and in some cases, may lead an assigned compensation project or process coordination effort. Examples include, but are not limited to:
    i. Annual Merit Administration Process
    ii. Across the Board Annual Increases
    iii. Collective bargaining implementation
    iv. Salary Structure Adjustments (Classified and Non-classified)
    v. NOA creation

ATD Technology, LLC is a certified minority woman owned business that creates opportunities to match qualified job seekers with our client programs while meeting all parties’ financial needs and technical goals. ATD is a full service provider with offerings in Contract, Permanent and Temp-to-Perm staffing solutions. We serve Fortune 1000, mid cap and small cap companies in the Commercial, Private, Public and Government sectors across North America.

ATD Technology, LLC is a certified minority woman owned business that creates opportunities to match qualified individuals with client programs while meeting all parties' financial and technical goals. ATD is a full service provider with offerings in Contract, Permanent and Temp-to-Perm staffing solutions. We serve Fortune 1000, mid cap and small cap companies in the Commercial, Public and Government sectors.