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Compensation Jobs in Ohio (NOW HIRING)

Marvin

Compensation Partner

Dayton, OH

$75K - $100K/yr

The Compensation Partner will operate as a strategic people partner that plays a key part in supporting ongoing compensation needs. This individual will focus on the analysis, evaluation, creation ...

Marvin

Compensation Partner

Akron, OH

$75K - $100K/yr

The Compensation Partner will operate as a strategic people partner that plays a key part in supporting ongoing compensation needs. This individual will focus on the analysis, evaluation, creation ...

Marvin

Compensation Partner

Toledo, OH

$75K - $100K/yr

The Compensation Partner will operate as a strategic people partner that plays a key part in supporting ongoing compensation needs. This individual will focus on the analysis, evaluation, creation ...

Marvin

Compensation Partner

Cleveland, OH

$75K - $100K/yr

The Compensation Partner will operate as a strategic people partner that plays a key part in supporting ongoing compensation needs. This individual will focus on the analysis, evaluation, creation ...

Marvin

Compensation Partner

Cincinnati, OH

$75K - $100K/yr

The Compensation Partner will operate as a strategic people partner that plays a key part in supporting ongoing compensation needs. This individual will focus on the analysis, evaluation, creation ...

Marvin

Compensation Partner

Columbus, OH

$75K - $100K/yr

The Compensation Partner will operate as a strategic people partner that plays a key part in supporting ongoing compensation needs. This individual will focus on the analysis, evaluation, creation ...

Orthopedic Associates

Workers Compensation

Dayton, OH · On-site

Orthopedic Associates (OA) is seeking a Workers' Compensation Specialist (hybrid) to join our growing team. At OA, we do more than deliver expert orthopedic care--we take pride in building a ...

Premier Health

MGR- PROVIDER COMPENSATION

Dayton, OH · On-site

Position Summary The Provider Compensation Manager leads the development, administration, and continuous evaluation of compensation programs for employed providers, with a primary focus on Advanced ...

Premier Health

MGR- PROVIDER COMPENSATION

Dayton, OH

Position Summary The Provider Compensation Manager leads the development, administration, and continuous evaluation of compensation programs for employed providers, with a primary focus on Advanced ...

Premier Health

MGR- PROVIDER COMPENSATION

Dayton, OH · On-site

Position Summary The Provider Compensation Manager leads the development, administration, and continuous evaluation of compensation programs for employed providers, with a primary focus on Advanced ...

Premier Health

MGR- PROVIDER COMPENSATION

Dayton, OH

Position Summary The Provider Compensation Manager leads the development, administration, and continuous evaluation of compensation programs for employed providers, with a primary focus on Advanced ...

Safelite Group, Inc.

Senior Compensation Analyst

Columbus, OH · On-site

$80K - $104K/yr

A Brief Overview The Senior Compensation Analyst independently provides a full range of compensation consulting services to key stakeholders, including senior leaders, HR Business Partners, Field ...

AeroVironment

Senior Compensation Analyst

Dayton, OH · On-site

$93K - $131K/yr

The Senior Compensation Analyst will help develop new compensation policies and practices to support retention and employee engagement aligned with AV's overall strategy. Position Responsibilities ...

PNC Bank

Incentive Compensation Associate

Cleveland, OH

$37K - $75K/yr

As an Incentive Compensation Associate within PNC's Incentive Management Group, you will be based in Pittsburgh, PA or Cleveland, OH. PNC is an in-office company that fosters a supportive culture ...

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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
Director, Compensation

Director, Compensation

Great Day Improvements: A Family of Brands

Twinsburg, OH • On-site

$117K - $160K/yr

Full-time

This job post has expired today. Applications are no longer accepted.

Great Day Improvements rating

6.2

Company rating: 6.2 out of 10

Based on 13 frontline employees who took The Breakroom Quiz

33rd of 47 rated home improvement suppliers and fitters

Job description

Overview
Great Day Improvements - Director of Compensation
The Director of Compensation will lead the strategy, design, and execution of compensation programs across a high-growth, direct-to-consumer home remodeling organization. This role partners closely with executive leadership, finance, operations, retail leadership, call center, inside sales, and field marketing teams to build compensation frameworks that drive profitable growth, operational accountability, customer experience, and retention.
The initial focus will center on strengthening retail management compensation structures and commission plans to better align with the organization.
This leader must bring a strong blend of business acumen, analytical capability, operational understanding, and compensation expertise within performance-driven environments.
Responsibilities
  • Lead the development and optimization of compensation strategies aligned with company growth, profitability, and operational goals.
  • Design scalable compensation structures across retail leadership, branch management, inside sales, call center, field marketing, and operational leadership teams.
  • Build commission and incentive programs that reinforce accountability, customer experience, profitable growth, retention, and operational execution.
  • Partner with operations and finance leaders to evaluate compensation effectiveness against branch P&L performance, productivity, margin, conversion, retention, and customer satisfaction metrics.
  • Drive compensation analytics, reporting, modeling, forecasting, benchmarking, and governance practices across the organization.
  • Ensure compensation programs remain competitive, scalable, compliant, and aligned with evolving business objectives.
  • Serve as a strategic advisor to leadership regarding compensation philosophy, incentive effectiveness, organizational design, and performance alignment.
  • Help establish compensation frameworks that support entrepreneurial growth while driving consistency, transparency, and operational discipline.

Qualifications
  • Advanced study and certifications or extensive experience in Human Resources, Finance, Business, or related field required. Preferably someone comfortable with Financial Planning and Analysis who loves compensation and driving behaviors.
  • 8+ years of progressive compensation leadership experience within growth-oriented, operationally intensive organizations. Consultancy is preferred as our person rolls their shirt sleeves up - listens, designs and analyzes with support of resources through influence.
  • Strong expertise in commission design, incentive compensation, retail leadership compensation, and variable pay structures.
  • Experience supporting direct-to-consumer, retail, home services, home remodeling, or multi-location operational businesses preferred.
  • Proven ability to connect compensation strategy to P&L performance, operational metrics, and customer outcomes.
  • Strong analytical, financial modeling, and compensation systems experience required.
  • Experience partnering closely with executive leadership, finance, operations, and sales organizations.
  • Ability to lead and influence within fast-paced, entrepreneurial, and evolving environments.

Core Competencies:
  • Strategic Business Acumen
  • Understands how compensation drives profitability, operational performance, customer experience, and organizational growth.
  • Incentive Compensation Expertise
  • Deep experience designing scalable commission and variable compensation structures that drive measurable business outcomes.
  • Analytical Capability
  • Strong modeling, reporting, forecasting, and data interpretation skills with the ability to translate insights into action.
  • Leadership & Influence
  • Builds strong relationships and influences effectively across functions and leadership levels.
  • Operational Mindset
  • Brings practical understanding of branch operations, sales environments, customer experience, and performance management.
  • Change Agility
  • Thrives in fast-moving, entrepreneurial environments requiring adaptability, urgency, and continuous improvement.

Compensation Philosophy:
A core tenet of the organization's compensation philosophy is a strong preference toward variable compensation aligned to role impact and measurable business outcomes. Compensation structures will be designed by role with an intentional focus on performance-based earnings opportunities tied to profitability, customer experience, operational execution, growth, and accountability.
The organization believes compensation should directly reinforce behaviors and outcomes that strengthen branch performance, customer satisfaction, retention, and long-term enterprise value creation.
Guiding Principles:
  • Compensation should drive profitable growth and operational accountability.
  • Variable compensation should align closely to measurable performance and role impact.
  • Customer experience and strong NPS performance matter as much as revenue growth.
  • Compensation structures should remain simple, scalable, transparent, and performance oriented.
  • High-performing teams and leaders should have meaningful upside tied to business outcomes.
  • Data, analytics, and operational results should guide compensation decisions.
  • Collaboration across sales, operations, marketing, customer experience, and leadership teams is essential to long-term success.

This job description provides a framework for the general nature and level of work to be performed. It encompasses the essential duties, skills, initial priorities, and additional priorities to further clarify the expectations and impact of the role.
GDI is an Equal Employment Opportunity Employer
#INDGDI

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