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Compensation Jobs in Connecticut (NOW HIRING)

OpenTable

Senior Compensation Analyst (Hybrid)

Norwalk, CT · On-site

$120K - $140K/yr

About the Job As the Sr. Compensation Analyst, you will support the administration and evolution of OpenTable's global compensation programs and philosophy. Working closely with the Sr. Manager of ...

Gallagher

Senior Adjuster Workers Compensation

Hartford, CT · Remote

$67K - $86K/yr

Investigate, evaluate, and resolve complex workers compensation claims applying your analytical skills to make informed decisions and bring claims to resolution. * Work in partnership with our ...

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All JobsCompensation JobsCompensation Jobs in Connecticut

Compensation information

See Connecticut salary details

$33.8K

$109.1K

$161.2K

How much do compensation jobs pay per year?

As of Aug 11, 2026, the average yearly pay for compensation in Connecticut is $109,141.00, according to ZipRecruiter salary data. Most workers in this role earn between $91,300.00 and $126,000.00 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?

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 is a compensation specialist?

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 are the most commonly searched types of Compensation jobs in Connecticut? The most popular types of Compensation jobs in Connecticut are:
What are popular job titles related to Compensation jobs in Connecticut? For Compensation jobs in Connecticut, the most frequently searched job titles are:
What job categories do people searching Compensation jobs in Connecticut look for? The top searched job categories for Compensation jobs in Connecticut are:
Compensation jobs near you
Infographic showing various Compensation job openings in Connecticut as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $109,141 per year, or $52.5 per hour.

Sr. Compensation & Benefits Analyst

Stamford Health

Stamford, CT

$88K - $115K/yr

Full-time

Re-posted 10 days ago

Stamford Health rating

8.3

Company rating: 8.3 out of 10

Based on 24 frontline employees who took The Breakroom Quiz

Job description

JOB SUMMARY:

The Senior Benefits & Compensation Analyst supports the design, administration, and analysis of the organization's total rewards programs. This role ensures compensation structures remain competitive, benefits programs are compliant and costeffective, and Benefits leadership receives accurate insights to guide strategic decisions. The analyst collaborates closely with Compensation, Benefits, HR, Finance, Payroll, and external vendors to deliver seamless employee experience.

MAJOR ACCOUNTABILITIES/CRITICAL RESPONSIBILITIES:

  • Conduct market pricing, benchmarking, and job evaluations to ensure internal equity and competitiveness.
  • Maintain pay ranges, recommend adjustments, and support annual compensation cycles.
  • Assist with modeling, tracking, and administering short and longterm incentive plans.
  • Prepare dashboards, pay equity analyses, and executive level reporting.
  • Support daily operations of health, welfare, retirement programs.
  • Evaluate plan performance, costs, and utilization to recommend enhancements or savings.
  • Partner with brokers/carriers on claims review, renewal data, and plan selection.
  • Support wellness initiatives, EAP programs, and preventive care campaigns.
  • Coordinate contributions, audits, nondiscrimination testing, and employee education.
  • Develop employeefriendly materials, FAQs, and presentations.
  • Lead timelines, testing, communications, and system updates for annual enrollment.
  • Monitor SLAs, escalate issues, and support vendor evaluations and RFPs.
  • Maintain accurate compensation and benefits data and support process optimization.
  • Crossfunctional collaboration with Compensation & Benefits leadership team.
  • All other duties assigned.

QUALIFICATIONS/REQUIREMENTS:

  1. Education & Experience:

  • Preferred: Bachelor's degree in Human Resources, Business, Finance, or related field.

    • 5-7+ years of experience in compensation, benefits, or total rewards.
    • Alternative: CEBS, CBP or equivalent certification and 3-5 years of benefit administration experience. 
    • Alternative: 7+ years of LOA administration experience. 

  1. Advanced skillset with Microsoft Office Suite (Excel, Word, Power Point, Outlook), Adobe and HRIS system.

  2. Strong interpersonal skills - both oral and written. 

  3. The ability to work in a fast-paced environment and meet deadlines.

  4. The ability to work with individuals at all organizational levels, particularly peers, team members, and department managers.

  5. Handle employee and organization information in a confidential manner.

  6. The ability to multi-task and accomplish ongoing tasks and project assignments in an accurate and timely manner with minimal level of supervision.

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