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Compensation Jobs in Tennessee (NOW HIRING)

Fortitude Re

AVP, Compensation

Nashville, TN · Hybrid

$120K - $165K/yr

The AVP, Compensation is a key member of the Total Rewards team, responsible for leading the design, governance, and delivery of Fortitude's compensation programs. In partnership with the SVP, Total ...

Pilot Flying J

Director, Compensation

Knoxville, TN · On-site

$103K - $141K/yr

Develop and execute compensation strategies that support business objectives * Design competitive salary structures and incentive programs. * Collaborate with senior leaders, HR partners, and cross ...

Pilot Company (SSC)

Director, Compensation

Knoxville, TN

$103K - $141K/yr

Develop and execute compensation strategies that support business objectives * Design competitive salary structures and incentive programs. * Collaborate with senior leaders, HR partners, and cross ...

Pilot Flying J

Director, Compensation

Knoxville, TN · On-site

$103K - $141K/yr

Develop and execute compensation strategies that support business objectives * Design competitive salary structures and incentive programs. * Collaborate with senior leaders, HR partners, and cross ...

Pilot Company

Director, Compensation

Knoxville, TN

$119K - $163K/yr

Develop and execute compensation strategies that support business objectives * Design competitive salary structures and incentive programs. * Collaborate with senior leaders, HR partners, and cross ...

Pilot Company (SSC)

Director, Compensation

Knoxville, TN

$103K - $141K/yr

Develop and execute compensation strategies that support business objectives * Design competitive salary structures and incentive programs. * Collaborate with senior leaders, HR partners, and cross ...

Pilot Company

Director, Compensation

Knoxville, TN · On-site

$103K - $141K/yr

Develop and execute compensation strategies that support business objectives * Design competitive salary structures and incentive programs. * Collaborate with senior leaders, HR partners, and cross ...

Pilot Company

Director, Compensation

Knoxville, TN

$103K - $141K/yr

Develop and execute compensation strategies that support business objectives * Design competitive salary structures and incentive programs. * Collaborate with senior leaders, HR partners, and cross ...

Pilot Company

Director, Compensation

Knoxville, TN

$103K - $141K/yr

Develop and execute compensation strategies that support business objectives * Design competitive salary structures and incentive programs. * Collaborate with senior leaders, HR partners, and cross ...

HireRight

Manager, Global Compensation

Nashville, TN · Hybrid

Create, manage, and execute global compensation programs across the Americas, EMEA and APAC * Serve as an internal consultant to business leaders and executive leadership team on matters related to ...

University of Rochester

$24.91 - $34.87/hr

UR URG 108 H Compensation Range: $24.91 - $34.87 The referenced pay range represents the minimum and maximum compensation for this job. Individual annual salaries/hourly rates will be set within the ...

HireRight

Manager, Global Compensation

Nashville, TN · On-site

Create, manage, and execute global compensation programs across the Americas, EMEA and APAC * Serve as an internal consultant to business leaders and executive leadership team on matters related to ...

Revecore

Supervisor-Workers Compensation

Franklin, TN · On-site

Assists Workers' Compensation Director with process improvements, employee training and development. Diagnoses issues within the department and devises resolution tactics. Duties and Responsibilities

HireRight

Manager, Global Compensation

Nashville, TN · Hybrid

Create, manage, and execute global compensation programs across the Americas, EMEA and APAC * Serve as an internal consultant to business leaders and executive leadership team on matters related to ...

Unum Group

Director, Compensation Programs

Chattanooga, TN · On-site

$113K - $155K/yr

The Dir, Compensation Programs is responsible for the design, development, and management of our global compensation structure to include base, incentive, and recognition elements. This position will ...

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All JobsCompensation JobsCompensation Jobs in Tennessee

Compensation information

See Tennessee salary details

$32.2K

$104.1K

$153.8K

How much do compensation jobs pay per year?

As of Jun 14, 2026, the average yearly pay for compensation in Tennessee is $104,131.00, according to ZipRecruiter salary data. Most workers in this role earn between $87,100.00 and $120,300.00 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 Tennessee? The most popular types of Compensation jobs in Tennessee are:
What are popular job titles related to Compensation jobs in Tennessee? For Compensation jobs in Tennessee, the most frequently searched job titles are:
What job categories do people searching Compensation jobs in Tennessee look for? The top searched job categories for Compensation jobs in Tennessee are:
What cities in Tennessee are hiring for Compensation jobs? Cities in Tennessee with the most Compensation job openings:
Compensation jobs near you

AVP, Compensation

Fortitude Re

Nashville, TN • Hybrid

$120K - $165K/yr

Other

Posted 5 days ago

Job description

The AVP, Compensation is a key member of the Total Rewards team, responsible for leading the design, governance, and delivery of Fortitude's compensation programs. In partnership with the SVP, Total Rewards, this role drives the execution of the company's compensation strategy as a component of the overall Total Rewards' strategy, ensuring alignment with business priorities, talent objectives, and market competitiveness.

The AVP will oversee core compensation functions including annual compensation planning, incentive and equity programs, and pay equity analysis. This role serves as an advisor to partners cross-functionally to enable consistent, data-driven, and equitable pay decisions across the organization.

What You Will Do: 

Compensation Strategy & Program Governance

  • Partner with the SVP, Total Rewards to operationalize and evolve the company's compensation philosophy and strategy
  • Play a leading role in the governance and continuous improvement of compensation programs, including base salary structures, incentive plans, and equity programs
  • Establish and maintain frameworks, guidelines, and controls to support consistent and effective pay decisions
  • Ensure integration with benefits, well-being, and overall employee value proposition

Stakeholder Advisory & Cross-Functional Leadership

  • Act as consultant to People Partners, Talent Acquisition, and management on compensation matters, including the total rewards strategy, compensation philosophy, market benchmarking, internal equity, policies, procedures.
  • Influence decision-making through data-driven insights and a strong understanding of business priorities

Annual Compensation Cycle Management

  • Responsible for the end-to-end management of annual compensation cycle, including salary increase, bonus, and equity planning
  • Oversee tools, modeling, and processes to enable efficient and effective decision-making
  • Establish and lead compensation communication and education strategies that embed understanding of the company's compensation philosophy and enable consistent application of compensation practices across the organization  
  • Ensure clear communication and enablement for People Partners and business leaders

Equity Program Oversight

  • Oversee the administration and governance of equity programs, ensuring effective execution and alignment with total rewards strategy
  • Own the relationship with the company's third-party equity administration vendor, including oversight of day-to-day operations, service delivery and process effectiveness
  • Partner with Accounting to support equity related reporting, expense management and compliance requirements
  • Contribute to the evolution of equity programs and practices in line with business needs
  • Develop and deliver training and educational materials to enhance participant understanding of equity program and support informed decision-making

Market Intelligence & Analytics

  • Lead the organization's approach to market benchmarking and compensation analytics
  • Translate external market data and internal insights into actionable recommendations
  • Develop scalable reporting and tools to support ongoing decision-making

Pay Review & Compliance

  • Lead pay review analyses and partner with the SVP, Total Rewards on remediation strategies
  • Ensure compliance with compensation-related regulations, including pay transparency requirements
  • Partner with People & Culture Partners and Legal to proactively manage risk and uphold equitable pay practices

What You Will Have:

  • 7-10+ years of progressive experience in compensation, including program design and governance
  • Strong expertise in broad-based compensation, including base, incentive, and equity programs
  • Experience leading enterprise job architecture and leveling frameworks, including salary structure design, governance, and organizational enablement
  • Familiarity with emerging technologies, including AI-driven tools and analytics, and the ability to leverage them to enhance compensation insights, decision-making, and process efficiency
  • Demonstrated ability to lead enterprise compensation cycles and influence stakeholders
  • Strong analytical capability with the ability to translate data into business insights and recommendations
  • Working knowledge of compensation regulations, including pay equity and pay transparency
  • Experience with HRIS and compensation tools (e.g., Workday)
  • Proven ability to lead cross-functional initiatives and manage competing priorities in a fast-paced environment
  • Excellent communication, organizational, and project management skills with the ability to translate complex technical information for general audiences.
  • Demonstrated ability to collaborate with cross-functional teams
  • Bachelor's degree or equivalent professional experience preferred; advanced degree or relevant certifications (such as CCP) a plus

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