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Compensation Jobs in Ohio (NOW HIRING)

Woolpert

Manager, Compensation

Dayton, OH · On-site +1

Drives enterprise-wide compensation programs, leads compensation-related projects, manages vendor relationships, and delivers insights to leadership through data-driven analysis and reporting.

TQL

Compensation Manager

Cincinnati, OH · On-site

We are seeking a Compensation Manager to lead the design, implementation, and governance of our broad-based compensation programs. This role will ensure TQL's pay strategies remain competitive ...

Burke, Inc.

Compensation Analyst

Cincinnati, OH · On-site

Compensation Analysis & Administration * Conduct market pricing, benchmarking, wage surveys, and internal equity analyses to support compensation decisions, job evaluations, and ongoing maintenance ...

Pro Mach

Compensation Manager

Cincinnati, OH

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 ...

Woolpert

Manager, Compensation

Dayton, OH

Drives enterprise-wide compensation programs, leads compensation-related projects, manages vendor relationships, and delivers insights to leadership through data-driven analysis and reporting.

Lubrizol Corporation

Compensation Manager

Wickliffe, OH · On-site

Working closely with the executive compensation team, you'll also contribute to the strategic direction of incentive compensation programs. How You'll Make an Impact: * Oversee the data integrity and ...

Pro Mach

Compensation Manager

Cleveland, OH · 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 ...

Lubrizol Corporation

Compensation Manager

Wickliffe, OH · Hybrid

Working closely with the executive compensation team, you'll also contribute to the strategic direction of incentive compensation programs. How You'll Make an Impact: * Oversee the data integrity and ...

Lubrizol Corporation

Compensation Manager

Wickliffe, OH · Hybrid

Working closely with the executive compensation team, you'll also contribute to the strategic direction of incentive compensation programs. How You'll Make an Impact: * Oversee the data integrity and ...

Federal Mfg

Compensation Manager

Columbus, OH

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 ...

AVI Foodsystems

Compensation Specialist

Warren, OH

We are seeking a proactive, detail-oriented Compensation Specialist to join our Human Resources team on-site at our Headquarters Service Center in Warren, OH. Founded in 1960, AVI Foodsystems has ...

Promachbuilt

Compensation Manager

Columbus, OH

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 ...

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Showing results 1-20

All JobsCompensation JobsCompensation Jobs in Ohio

Compensation information

See Ohio salary details

$33.8K

$109.1K

$161.1K

How much do compensation jobs pay per year?

As of Jun 9, 2026, the average yearly pay for compensation in Ohio is $109,074.00, 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 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 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 Ohio? The most popular types of Compensation jobs in Ohio are:
What are popular job titles related to Compensation jobs in Ohio? For Compensation jobs in Ohio, the most frequently searched job titles are:
What job categories do people searching Compensation jobs in Ohio look for? The top searched job categories for Compensation jobs in Ohio are:
What cities in Ohio are hiring for Compensation jobs? Cities in Ohio with the most Compensation job openings:
Compensation jobs near you
Manager, Compensation

Manager, Compensation

Woolpert

Dayton, OH • On-site, Remote

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 7 days ago

Woolpert Inc. rating

7.7

Company rating: 7.7 out of 10

Based on 7 frontline employees who took The Breakroom Quiz

193rd of 352 rated engineering

Job description

We seek to move the world forward through innovative thinking.
Woolpert is an award-winning, global leader in architecture, engineering, and geospatial services. We blend design excellence with cutting-edge technology to deliver exceptional client value. Our team is passionate about their work and committed to building the next generation of industry leaders, and as a certified Great Place to Work®, Woolpert embraces progress and innovation to create limitless opportunities for career growth.
JOB SUMMARY:
Leads the design, implementation, and governance of the organization's global compensation programs to ensure they are competitive, equitable, scalable, and compliant. Provides strategic direction and operational oversight across compensation structures, policies, and processes, while partnering with HR, leadership, and Finance to align pay practices with business objectives. Oversees market analysis and the development of pay structures and job architecture. Drives enterprise-wide compensation programs, leads compensation-related projects, manages vendor relationships, and delivers insights to leadership through data-driven analysis and reporting.
Provides oversight for global mobility programs, including employment-based immigration and domestic and international relocation, ensuring compliance, consistency, and alignment with organizational strategy.
We are unable to provide visa sponsorship for this position. Applicants must already possess work authorization in the country the job is located.
JOB DUTIES:
Compensation
  • Lead the development and ongoing evolution of global compensation strategy, framework, and philosophy.
  • Design and maintain salary structures, pay ranges, and job architecture to ensure alignment with market competitiveness and internal equity.
  • Establish and govern compensation policies, guidelines, and best practices across the organization.
  • Conduct market research, benchmarking, and survey participation to assess competitiveness and inform compensation decisions.
  • Provide leadership on job evaluation, leveling, and classification to ensure consistency and accuracy across roles.
  • Partner with HRBPs and leadership to price new and existing roles, ensuring alignment with market and internal structure.
  • Lead enterprise pay equity analyses and recommend corrective actions where needed.
  • Ensure all compensation practices comply with federal, state, local, and global regulations.
  • Partner with Legal/HR leadership on regulatory changes impacting compensation programs.
  • Support design and administration of variable pay programs, including incentive and bonus structures.
  • Partner with Finance and HR leadership to develop compensation budgets and forecasts.
  • Deliver insights through compensation analytics, dashboards, and reporting on key metrics (e.g., compa-ratio, pay equity, market positioning).
  • Provide recommendations based on data analysis to support business decisions and workforce planning.
  • Oversee compensation systems (e.g., Dayforce), ensuring data integrity and process efficiency.
  • Lead compensation-related projects, including system implementations, process improvements, and global standardization efforts.
  • Establish scalable processes and governance models for compensation operations.
  • Serve as a strategic advisor to HR, executives, and managers on compensation matters.
  • Lead training and education for HR teams and managers on compensation practices, tools, and policies.
  • Partner with HR Communications to develop clear employee-facing compensation materials.
  • Manage relationships with external compensation consultants, survey providers, and vendors.
  • Collaborate cross-functionally with HR, Finance, Legal, IT, and leadership to align compensation initiatives.
  • Assist Mergers & Acquisitions team and HRBPs with mapping new employees and jobs into existing compensation structures.

Global Mobility & Immigration
  • Manage Global Mobility & Immigration function and staff, and oversee the processing of all employment-based immigration processes, including visa sponsorships, renewals, and compliance for domestic and international employees.
  • Partner with internal legal counsel, external immigration counsel, and HR teams to ensure timely and compliant management of all immigration cases.
  • Lead and administer domestic and international relocation programs, ensuring consistency, cost-effectiveness, and alignment with organizational needs.
  • Develop and maintain policies and guidelines for relocation and mobility programs, including exceptions and approvals.
  • Provide guidance to HR, leadership, and employees on immigration and relocation matters, including eligibility, timelines, and program requirements.
  • Monitor trends, regulatory changes, and best practices related to global mobility and immigration to inform program enhancements.

TRAVEL REQUIREMENTS:
  • No travel required.

REQUIRED EDUCATION:
  • Bachelor's degree in Human Resources, Business Administration, or related field required.

REQUIRED EXPERIENCE:
  • 10+ years of progressive experience in compensation, including program design and management required.
  • Experience with Dayforce or similar HRIS Systems required.

REQUIRED KNOWLEDGE, SKILLS & ABILITIES:
  • Strong knowledge of FLSA provisions and general HR regulations required.
  • Strong knowledge of compensation frameworks, job architecture, and global market practices required.
  • Ability to lead compensation programs (salary planning, incentive programs, pay equity) required.
  • Advanced Excel skills, including pivot tables, LOOKUP functions and/or INDEX+MATCH, IF/THEN statements, formulas, etc. required.
  • Advanced analytical skills and experience using HRIS and compensation tools required.
  • Strong communication, consulting, and influencing skills required.

PREFERRED EDUCATION:
  • Master's degree in Human Resources, Business Administration, or related field preferred.

PREFERRED EXPERIENCE:
  • Experience building and maintaining compensation structures for global organizations preferred.
  • Experience applying advanced analytics, modeling, or data visualization tools preferred.
  • Prior leadership or people management experience preferred.

PREFERRED CERTIFICATIONS, LICENSES, OR TRAINING:
  • Certified Compensation Professional (CCP), Global Remuneration Professional (GRP), or similar certification preferred.

PHYSICAL REQUIREMENTS & WORKING CONDITIONS:
  • Consistent with those found in a typical office environment.

Benefits You Will Love
Certified as a Great Place to Work, Woolpert is one of the fastest-growing architecture, engineering, and geospatial companies in the world. With over 75 offices and countless projects around the globe, you'll work on meaningful assignments that improve quality of life around the world. In addition to offering competitive pay, we provide employees with a robust set of unique benefits, including:
  • Freedom to Work program: Set your own schedule and location (as appropriate).
  • Principal program: Earn the opportunity to become an owner of the firm.
  • Flexible paid time off/vacation: Take time off when it makes sense for you and your team.
  • Career development: Explore a wide range of learning and growth opportunities within and across industries.
  • Health, life, vision, and dental insurance: Cover all your medical bases.
  • Paid sick time, retirement plan, fitness reimbursement, pet insurance, identity protection, technology stipend, employee assistance program, and more!

#LI-MH1
#LI-Remote
Base pay offered may vary depending on job-related knowledge, skills, and experience.
Pay Range
$118,200-$147,800 USD
Find out more about what Woolpert has to offer here: http://woolpert.com/about-us/
Woolpert is an equal-opportunity employer. Woolpert is committed to the full inclusion of all individuals. We recruit, train, compensate, and promote regardless of race, religion, color, national origin, sex, disability, age, veteran status, and other protected status as required by applicable law. You may view more about EEO on our website: Equal-Employment-Opportunity-The-Law.pdf and EEO is the Law Poster Supplement.
Applicants who require an accommodation throughout the application and interview process should request this in advance by contacting askhr@woolpert.com.
If you need to reschedule or cancel your interview, please reach out to your recruiter by contacting recruiting@woolpert.com.
To all agencies: Please, no phone calls or emails to any employee of Woolpert or any of our subsidiaries about this requisition. All resumes submitted by search firms/employment agencies to any employee at Woolpert via email, the internet, or in any form and/or method will be deemed the sole property of Woolpert, unless such search firms/employment agencies were engaged by Woolpert's Talent Acquisition Team for this requisition and a valid agreement is in place. In the event a candidate who was submitted outside of Woolpert's applicant process is hired, no fee or payment of any kind will be paid.

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