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Compensation Jobs in Indiana (NOW HIRING)

Walker Transport

Compensation Manager

Lafayette, IN · On-site

The Manager, Compensation reports to the Director, Compensation & Benefits at Wabash and supports the design, execution and administration of the company's compensation programs. This role ...

Pro Mach

Compensation Manager

Indianapolis, IN · On-site

As a Compensation Manager at ProMach, you are responsible for developing, analyzing, and administering global compensation programs that attract, retain, and motivate employees while ensuring ...

Wabash

Compensation Manager

Indianapolis, IN · On-site

The Manager, Compensation reports to the Director, Compensation & Benefits at Wabash and supports the design, execution and administration of the company's compensation programs. This role ...

Slate Auto

Sr. Compensation Analyst

Warsaw, IN · On-site

$123K - $154K/yr

You'll be a key contributor to building and scaling compensation programs at a critical stage of our growth: from job architecture and market benchmarking to comp cycle execution and day-to-day ...

Recar

Sr. Compensation Analyst

Warsaw, IN

$123K - $154K/yr

You'll be a key contributor to building and scaling compensation programs at a critical stage of our growth: from job architecture and market benchmarking to comp cycle execution and day-to-day ...

Marvin

Senior Compensation Partner

Fort Wayne, IN · On-site

$91K - $121K/yr

The Senior Compensation Partner is a strategic advisor responsible for designing, implementing, and managing compensation programs that align with the organization's business objectives, talent ...

Marvin

Senior Compensation Partner

Indianapolis, IN · On-site

$91K - $121K/yr

The Senior Compensation Partner is a strategic advisor responsible for designing, implementing, and managing compensation programs that align with the organization's business objectives, talent ...

Marvin

Senior Compensation Partner

Evansville, IN · On-site

$91K - $121K/yr

The Senior Compensation Partner is a strategic advisor responsible for designing, implementing, and managing compensation programs that align with the organization's business objectives, talent ...

Marvin

Director of Compensation

Evansville, IN · On-site

$161K - $215K/yr

Marvin is seeking a Director of Compensation to lead enterprise-wide strategy across base pay, incentives, and market competitiveness. This role partners closely with senior leadership and key ...

Marvin

Senior Compensation Partner

South Bend, IN · On-site

$91K - $121K/yr

The Senior Compensation Partner is a strategic advisor responsible for designing, implementing, and managing compensation programs that align with the organization's business objectives, talent ...

Marvin

Director of Compensation

South Bend, IN · On-site

$161K - $215K/yr

Marvin is seeking a Director of Compensation to lead enterprise-wide strategy across base pay, incentives, and market competitiveness. This role partners closely with senior leadership and key ...

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Showing results 1-20

All JobsCompensation JobsCompensation Jobs in Indiana

Compensation information

See Indiana salary details

$33.8K

$109.2K

$161.3K

How much do compensation jobs pay per year?

As of Jul 14, 2026, the average yearly pay for compensation in Indiana is $109,173.00, according to ZipRecruiter salary data. Most workers in this role earn between $91,400.00 and $126,100.00 per year, depending on experience, location, and employer.

What jobs pay 4000 a week without a degree?

High-paying jobs that can reach $4,000 a week without a degree often include roles such as commercial truck drivers, real estate brokers, sales managers, and skilled trades like electricians or plumbers. These positions typically require specialized training, certifications, or experience rather than formal college degrees and may involve physically demanding work or independent schedules.

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 jobs make $1,000,000 a year?

High-level executive roles such as CEOs, CFOs, and other C-suite executives often earn over $1 million annually, especially in large corporations. Additionally, successful entrepreneurs, top investment bankers, hedge fund managers, and certain professional athletes or entertainers can reach this income level through bonuses, investments, or endorsements.

What jobs pay $700 a day?

Jobs that pay around $700 a day typically include specialized roles such as freelance consultants, project managers, certain healthcare professionals like anesthesiologists, and skilled trades such as electricians or plumbers with experience. These positions often require specific certifications, expertise, or a high level of skill, and may involve contract or freelance work with variable schedules.

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 are the most commonly searched types of Compensation jobs in Indiana? The most popular types of Compensation jobs in Indiana are:
What are popular job titles related to Compensation jobs in Indiana? For Compensation jobs in Indiana, the most frequently searched job titles are:
What job categories do people searching Compensation jobs in Indiana look for? The top searched job categories for Compensation jobs in Indiana are:
What cities in Indiana are hiring for Compensation jobs? Cities in Indiana with the most Compensation job openings:
Compensation jobs near you

Compensation Manager

Walker Transport

Lafayette, IN • On-site

Full-time

Re-posted 27 days ago

Job description

About the Role:

The Manager, Compensation reports to the Director, Compensation & Benefits at Wabash and supports the design, execution and administration of the company's compensation programs. This role contributes to base pay structures, incentive plans and broader compensation initiatives while partnering with HR, business leaders and Finance to ensure programs align with company goals, market competitiveness and internal equity. This position offers exposure across multiple facets of Wabash's compensation strategy and provides the opportunity to build and enhance programs that support talent attraction, retention and engagement.

Your Responsibilities:

Support the design, implementation and evaluation of Wabash's compensation programs including broad-based and incentive pay plans

Execute the annual compensation cycle including base pay adjustments and incentive plan administration

Provide data-driven recommendations on salary structures, job leveling and pay program enhancements

Conduct compensation analyses including market benchmarking, pay equity reviews and modeling

Partner with HR and business leaders on compensation-related matters including workforce planning and job evaluations

Ensure compliance with applicable laws and regulations (e.g., FLSA, pay transparency)

Participate in compensation surveys and support analysis to maintain market competitiveness

Collaborate with Finance and Legal to align compensation programs with cost and governance requirements

Support development of training and communication materials related to compensation programs

Stay informed on compensation trends and recommend improvements as appropriate

Other duties as assigned

Let's Talk About Your Qualifications:

Bachelor's Degree

3-5+ years of compensation or related HR experience

Foundational knowledge of compensation principles, job evaluation and pay structures

Experience with incentive plans or exposure to executive compensation is a plus (not required)

CCP certification or interest in pursuing certification preferred

Strong analytical skills with proficiency in Excel (VLOOKUP, pivot tables, formulas) and HRIS tools

Strong communication and stakeholder partnership skills

Ability to manage multiple priorities and meet deadlines

High attention to detail, integrity and confidentiality

Leadership Attributes:

At Wabash, we pride ourselves on being empowering, and there are some things we feel very strongly about:

Embrace Diversity and Inclusion - Solicit and respect the input of others, celebrate differences, and strive for transparency and inclusiveness

Seek to Listen - Actively listen to reach the best solution and make the strongest decisions

Always Learn - Strive to improve; do not quit or settle for the status quo

Be Authentic - Demonstrate honesty, incredible energy, and grit in everything you do

Win Together - Collaborate, seek alignment, and excel at cross-group communication to success as one team and One Wabash

Join us in turning ideas into world-changing realities. Curate and build your high-impact professional career at Wabash!

Affirmative Action/EEO Statement:

Wabash is committed to providing equal employment opportunity for its associates and applicants without regard to race, color, religion, sex, age, national origin, veteran status, disability, or other protected class or activity under federal, state, or local law. All employment decisions must be based on neutral, legitimate criteria. All employment policies and rules shall be applied equally to similarly situated associates.

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