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Compensation Jobs in Colorado (NOW HIRING)

Ibotta

Sales Compensation Analyst

Denver, CO · On-site

$88K - $97K/yr

Ibotta is seeking a Sales Compensation Analyst to join our innovative team and contribute to our mission to Make Every Purchase Rewarding. This position will be responsible for the administration of ...

Trimble

Global Compensation Partner

Westminster, CO · On-site

Shape the Future of Global Rewards as a Global Compensation Partner Ready to bridge the gap between data and human connection while driving fair, equitable, and impactful rewards? Trimble is looking ...

Trimble, Inc.

Sales Compensation Analyst

Westminster, CO · On-site

$58K - $80K/yr

Sales Compensation Analyst - AECO Sales Are you a strategic problem-solver ready to drive the revenue engine of a global technology leader? As a Sales Compensation Analyst at Trimble, you will blend ...

FareHarbor

Sales Compensation Analyst

Denver, CO · On-site

In this role, you will help manage our global commissions process and incentive compensation systems, working closely with Sales leadership, Finance, Business Intelligence, and Operations teams to ...

Robert Half

Compensation & Benefits Analyst

Englewood, CO · On-site

$80K - $130K/yr

The Compensation & Benefits Analyst will support compensation planning, market analysis, incentive administration, and benefits analytics across a multi-state employee population. The ideal candidate ...

FareHarbor

Sales Compensation Analyst

Denver, CO · On-site

In this role, you will help manage our global commissions process and incentive compensation systems, working closely with Sales leadership, Finance, Business Intelligence, and Operations teams to ...

iDE

Total Compensation Benchmarking Intern

Denver, CO · On-site +1

Will learn to conduct a comprehensive compensation benchmarking analysis for international staff across various global regions, comparing internal data against industry standards and local market ...

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All JobsCompensation JobsCompensation Jobs in Colorado

Compensation information

See Colorado salary details

$37.3K

$120.6K

$178.2K

How much do compensation jobs pay per year?

As of Jun 23, 2026, the average yearly pay for compensation in Colorado is $120,641.00, according to ZipRecruiter salary data. Most workers in this role earn between $100,900.00 and $139,300.00 per year, depending on experience, location, and employer.

What is a job in compensation?

A job in compensation involves designing, managing, and administering employee pay structures, benefits, and incentives to ensure fair and competitive remuneration. Professionals in this field analyze market data, develop salary policies, and may use tools like compensation management software. Strong analytical skills and knowledge of labor laws are essential for success in this role.

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

To thrive as a Compensation Specialist, you need a solid understanding of compensation structures, data analysis, and HR principles, usually backed by a degree in Human Resources, business, or a related field. Familiarity with HRIS systems, compensation benchmarking tools, and certifications like CCP (Certified Compensation Professional) are typically utilized in this role. Strong analytical thinking, attention to detail, and effective communication enable you to interpret data and collaborate with stakeholders. These skills are crucial for designing competitive pay structures that attract and retain talent while ensuring internal equity and compliance.

What profession makes $400,000 a year?

Professions such as anesthesiologists, neurosurgeons, and certain corporate executives often earn $400,000 or more annually. These roles typically require advanced degrees, specialized skills, and extensive experience in high-stakes environments.

What jobs pay 2000 a day?

High-paying jobs that can earn $2,000 or more per day typically include specialized roles such as surgeons, anesthesiologists, corporate lawyers, and senior executives. These positions often require advanced education, extensive experience, and sometimes certification or licensing, and they may involve high-stakes decision-making or specialized skills. Freelance consultants, project managers in large industries, and certain sales roles with commissions can also reach this level of daily income depending on the industry and workload.

What are compensation specialists?

Compensation specialists are human resources professionals who design, implement, and manage an organization's pay structure and benefits programs. They analyze job roles, market data, and internal policies to ensure employees are fairly and competitively compensated. Their responsibilities often include conducting salary surveys, evaluating job descriptions, ensuring compliance with labor laws, and advising management on compensation strategies. Their work helps attract, motivate, and retain talent while maintaining internal equity and external competitiveness.

What are some common challenges faced by professionals working in compensation roles, and how can they be addressed?

Professionals in compensation roles often encounter challenges such as keeping up with rapidly changing labor market trends, ensuring internal pay equity, and managing confidential data. Navigating complex regulatory requirements and balancing company budgets with employee expectations can also be demanding. Staying proactive by leveraging compensation benchmarking tools, participating in industry networks, and collaborating closely with HR and finance teams can help address these challenges and support informed decision-making.

What is the difference between Compensation vs Payroll Specialist?

AspectCompensationPayroll Specialist
Primary FocusDesigning and managing employee pay structures, benefits, and incentivesProcessing employee wages, tax deductions, and payroll transactions
Required CredentialsHR or compensation certifications, degree in HR or related fieldAccounting or payroll certifications, experience with payroll software
Work EnvironmentHR departments, compensation teams, benefits administrationPayroll departments, accounting teams, HR support roles
Industry UsageUsed across HR and compensation management functionsPrimarily in payroll processing and accounting departments

While both roles relate to employee pay, Compensation focuses on developing pay structures and benefits strategies, whereas Payroll Specialist handles the actual processing of wages and deductions. Understanding these differences helps organizations assign the right responsibilities and find suitable candidates.

What jobs make 5000 a week without a degree?

High-paying jobs that can earn $5,000 a week without a degree include skilled trades such as commercial truck driving, certain construction roles, and specialized technical work like HVAC or electrical installation. Sales positions, real estate agents, and some entrepreneurial ventures can also reach this income level with experience and strong performance, often requiring certifications or licenses rather than formal degrees.
What are the most commonly searched types of Compensation jobs in Colorado? The most popular types of Compensation jobs in Colorado are:
What are popular job titles related to Compensation jobs in Colorado? For Compensation jobs in Colorado, the most frequently searched job titles are:
What job categories do people searching Compensation jobs in Colorado look for? The top searched job categories for Compensation jobs in Colorado are:
What cities in Colorado are hiring for Compensation jobs? Cities in Colorado with the most Compensation job openings:
Compensation jobs near you

Compensation Partner - Manufacturing

Crusoe

Denver, CO • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

This job post has expired 1 day ago. Applications are no longer accepted.

Job description

Crusoe is on a mission to accelerate the abundance of energy and intelligence. As the only vertically integrated AI infrastructure company built from the ground up, we own and operate each layer of the stack - from electrons to tokens - to power the world's most ambitious AI workloads. When you join Crusoe, you join a team that is building the future, faster.
We're in the midst of the greatest industrial revolution of our time. The demand for AI compute is boundless, and power is a bottleneck. We're solving that - with an energy-first approach that makes AI infrastructure better for the world and faster for the people innovating with AI.
We're looking for problem-solving, opportunity-finding teammates with a sense of urgency, who believe in the scale of our ambition and thrive on a path not fully paved - people who want to grow their careers alongside a team of experts across energy, manufacturing, data center construction, and cloud services.
If you want to do the most meaningful work of your career, help our customers and partners advance their AI strategies, and be part of a high-performing team that believes in each other, come build with us at Crusoe.
About the Role:
As a Compensation Partner, you will be a key member of our Total Rewards team, providing specialized compensation support for Crusoe's Manufacturing organization and international employee populations. In this role, you will work alongside and provide thought partnership to the Director, Compensation and the VP, Rewards. You will partner with Manufacturing leaders, HR Business Partners, recruiters, and cross-functional colleagues to deliver practical, compliant, and competitive compensation solutions across a diverse and complex workforce. This is a highly visible, hands-on role for a proactive self-starter who thrives in ambiguous, fast-paced environments where creative problem-solving is a daily requirement.
What You'll Be Working On:
  • Support Manufacturing Compensation
    • Serve as the primary compensation partner for Crusoe's US Manufacturing organization, supporting a workforce that includes non-exempt, trade, and specialized roles across multiple sites.
    • Provide guidance on job architecture, leveling, and pay positioning for hourly and skilled trade classifications.
    • Ensure compensation programs reflect applicable federal and state wage and hour requirements, including proper application of overtime rules, shift differentials, and other pay premiums.
    • Partner with People Partners and Manufacturing leaders to evaluate and price new and evolving roles as the business scales, using both market data and internal equity frameworks.
  • Support International Compensation
    • Serve as a key resource for compensation across Crusoe's international teams in Ireland, Iceland, Israel, and other non-US sites.
    • Navigate compensation benchmarking with limited third-party data sources by developing creative approaches to market pricing, including leveraging local surveys, cost-of-labor indices, published statutory data, and qualitative market intelligence.
    • Ensure pay structures across international locations are organized appropriately across pay elements, including base pay, overtime, statutory and supplemental allowances, holiday bonuses, and other location-specific components.
    • Monitor and maintain compliance with local pay regulations, mandatory pay requirements, and evolving statutory obligations across each country of operation.
    • Partner with Legal, Finance, and external advisors as needed to navigate country-specific complexity.
  • Facilitate Job Architecture and Pay Program Execution
    • Develop deep expertise in Crusoe's job architecture framework and partner with stakeholders to ensure it continues to evolve with the business, including expansion into non-exempt and international role classifications.
    • Support execution of core compensation programs, including compensation cycles, bonus allocation, equity refresh, and spot bonuses, with a focus on ensuring Manufacturing and international populations are appropriately served.
    • Support the design, documentation, and maintenance of Crusoe's on-call pay policy and framework, ensuring it is applied consistently and compliantly across all roles where it is applicable.
  • Provide Consultative Compensation Support
    • Work with leaders, People Partners, and recruiters to diagnose and provide recommendations on compensation matters including new hire offers, promotion reviews, and role pricing.
    • Analyze compensation data to identify trends, surface equity concerns, and provide cost modeling that supports business decisions.
  • Support Compensation Communication and Systems
    • Partner with Total Rewards team members to develop compensation communication materials and workflows that are accessible and relevant for hourly, trade, and international employee populations.
    • Contribute to data quality efforts, process documentation, and the evolution of compensation-related system workflows in support of automation and HCM transition goals.

What You'll Bring to the Team:
  • Experience:
    • 6-8+ years of progressive compensation experience, with meaningful exposure to non-exempt or hourly workforce compensation and/or international compensation in a multi-country environment.
    • Experience in a high-growth technology, energy, or manufacturing-adjacent company is preferred.
  • Core Competencies:
    • Strong working knowledge of broad-based compensation programs including base pay, shift and premium pay, variable incentives, and statutory pay requirements.
    • Familiarity with wage and hour compliance in a US manufacturing context
    • Familiarity with international pay structure norms is preferred
  • Benchmarking and Market Pricing:
    • Demonstrated ability to develop creative, defensible market pricing approaches in geographies or job families where reliable third-party survey data is limited or unavailable.
  • Systems and Data:
    • Experience with third-party market data providers (e.g., Radford, Pave, Mercer, local country surveys) and HRIS systems (e.g., Rippling, Workday).
  • Skills:
    • Strong analytical skills with proficiency in spreadsheet software and experience working with large, complex datasets.
    • Effective communicator with the ability to translate technical compensation concepts for diverse audiences including frontline managers, HR partners, and senior leaders.
    • Proven ability to manage multiple priorities independently in a dynamic environment.

Benefits:
  • Competitive compensation and equity packages
  • Restricted Stock Units
  • Paid time off, paid holidays & leave of absence programs
  • Comprehensive health, dental & vision insurance
  • Employer contributions to HSA account
  • Paid parental leave
  • Paid life insurance, short-term and long-term disability
  • Professional development & tuition reimbursement
  • Mental health & wellness support
  • Commuter benefits (parking & transit)
  • Cell phone stipend
  • 401(k) Retirement plan with company match up to 4% of salary
  • Volunteer time off
  • Global travel insurance & emergency assistance
  • Daily meals allowance
  • Additional perks & programs specific to location

Compensation Range
Compensation will be paid in the range of up to $125,000 - $150,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicants knowledge, education, and abilities, as well as internal equity and alignment with market data.
Crusoe is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, disability, genetic information, pregnancy, citizenship, marital status, sex/gender, sexual preference/ orientation, gender identity, age, veteran status, national origin, or any other status protected by law or regulation.

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