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Compensation Jobs in Wyoming (NOW HIRING)

Medical University of South Carolina

Summary Reporting directly to the Compensation Manager, the Senior Compensation Consultant assumes a lead role on the Classification and Compensation team for the University. This role provides ...

CompHealth

Pediatrician

Sheridan, WY · On-site

$169K - $219K/yr

This partnership-track opportunity involves taking over for a retiring physician, offering a competitive compensation package with bonuses. The role provides an engaging environment in Sheridan ...

CompHealth

Pediatric Hospitalist

Cheyenne, WY · On-site

$176K - $225K/yr

This role offers a competitive compensation package, including quality and production bonuses, and eligibility for Public Service Loan Forgiveness (PSLF). Enjoy a balanced schedule with approximately ...

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All JobsCompensation JobsCompensation Jobs in Wyoming

Compensation information

See Wyoming salary details

$34.1K

$110.3K

$162.9K

How much do compensation jobs pay per year?

As of Aug 19, 2026, the average yearly pay for compensation in Wyoming is $110,281.00, according to ZipRecruiter salary data. Most workers in this role earn between $92,300.00 and $127,400.00 per year, depending on experience, location, and employer.

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 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 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 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 most commonly searched types of Compensation jobs in Wyoming?

The most popular types of Compensation jobs in Wyoming are:

What are popular job titles related to Compensation jobs in Wyoming?

For Compensation jobs in Wyoming, the most frequently searched job titles are:

What job categories do people searching Compensation jobs in Wyoming look for?

The top searched job categories for Compensation jobs in Wyoming are:

Compensation jobs near you
Infographic showing various Compensation job openings in Wyoming as of August 2026, with employment types broken down into 83% Full Time, and 17% Nights. Highlights an 100% In-person job distribution, with an average salary of $110,281 per year, or $53 per hour.

UNIV - Senior Compensation Consultant - Human Resources

Medical University of South Carolina

Full-time

Re-posted 23 days ago

Job description

Job Description Summary

Reporting directly to the Compensation Manager, the Senior Compensation Consultant assumes a lead role on the Classification and Compensation team for the University. This role provides technical expertise and advice to key stakeholders including hiring managers, University leadership, and the internal Human Resources team to influence Classification and Compensation decisions, ensuring that they align to the organizations policies, compensation practices, structures, philosophy, and the business strategy. This role will also have a lead role in the areas of policy development, compliance, reporting, and data analytics for the Compensation and Classification function.

Entity

Medical University of South Carolina (MUSC - Univ)

Worker Type

Employee

Worker Sub-Type

Classified

Cost Center

CC001348 UNIV - Human Resources - Direct

Pay Rate Type

Salary

Pay Grade

University-GEN12


Pay Range

79,600.00 - 111,500.00 - 143,300.000

Scheduled Weekly Hours

40

Work Shift

Day (United States of America)

Job Description

20% Conduct multiple and single-incumbent position and salary benchmarking studies based on requests for staff promotion, reclassification, additional duties, additional skills/ knowledge, equity and/or reassignment, and retention, always ensuring cross-department/college equity, consistent application of best practices across the University, and compliance with state and MUSC regulations, policies and procedures. Recommend appropriate compensation for reclassifications and other pay actions, using consistent compensation strategies. Work in collaboration with requesting department to ensure equity and consistency in compensation practices and incorporate other data sources, as
necessary. Collaborate with colleagues in Classification and Compensation to make recommendations regarding improvements to the compensation analyses process. Maintain data file for use by all compensation staff. Upon request from talent acquisition, advise and assist with gathering data to determine appropriate compensation for new hires and promotions, ensuring internal equity and external competitiveness. Ensure analyses are completed thoroughly, thoughtfully, timely, professionally, and communicated effectively.


20% Evaluate position descriptions ("PD") and supplementary information that have been submitted to determine appropriate classification, salary band, FLSA status, etc. Compare and analyze PDs on file against updated PDs to determine whether purpose, scope and/or level remain appropriate. Identify appropriate internal and external data sources for comparison. Gather background information from various sources, if needed, in order to complete review (e.g., calculate years of relevant experience and education for incumbents in comparable positions, search for relevant salary/market data, etc.). Ensure that classifications for comparable positions are consistently applied to maintain equity within the pay bands. Conduct job audits, as needed, to gather pertinent information to assist with the classification process.
Ensure reviews are completed thoroughly, thoughtfully, timely, professionally, and communicated effectively.


15% Serve as a subject matter expert to all university personnel (staff, managers, faculty, and external counterparts) and Classification and Compensation staff regarding applicable HRM policies and procedures, and the interpretation of Federal and State regulations and laws. Provides senior level guidance and support to Classification and Compensation staff. Work collaboratively with other staff within HRM to foster interaction between sections. Ensure phone calls are answered, phone messages are returned, Outlook Inboxes are monitored, and emails are answered in a timely and professional manner.


15% Lead Classification and Compensation Data Analytics- Collects, compiles, analyzes, organizes, and communicates, team productivity and organizational employee pay, metrics and data specific to Classification and Compensation functional areas.


10% Lead all State of South Carolina Department of Administration annual reporting and audits related to Classification and Compensation functional area.


10% Leads Classification and Compensation internal compliance audit process. Ensure actions approved by the Classification and Compensation team and compensation related actions completed by the talent acquisition team are compliant and within appropriate policies and procedures. Ensure timelines are set, communications are effective, and audits are completed in a timely, thorough, thoughtful, and professional manner.


10% Review and approve personnel actions related to job changes and/or base pay adjustments. Ensure reviews are completed thoroughly, timely, and communicated effectively.

Additional Job Description

Minimum Requirements: A bachelor's degree and five years of experience in human resources management programs. Physical Requirements: (Note: The following descriptions are applicable to this section: Continuous - 6-8 hours per shift; Frequent - 2-6 hours per shift; Infrequent - 0-2 hours per shift) Ability to perform job functions in an upright position. (Frequent) Ability to perform job functions in a seated position. (Frequent) Ability to perform job functions while walking/mobile. (Frequent) Ability to climb stairs. (Infrequent) Ability to climb ladders. (Infrequent) Ability to work indoors. (Continuous) Ability to bend at the waist. (Infrequent) Ability to twist at the waist. (Infrequent) Ability to squat and perform job functions. (Infrequent) Ability to perform 'pinching' operations. (Infrequent) Ability to fully use both hands/arms. (Frequent) Ability to perform repetitive motions with hands/wrists/elbows and shoulders. (Frequent) Ability to reach in all directions. (Frequent) Possess good finger dexterity. (Frequent) Ability to maintain tactile sensory functions. (Continuous) Ability to lift and carry 25 lbs., unassisted. (Infrequent) Ability to lift objects, up to 25 lbs., from floor level to height of 36 inches, unassisted. (Infrequent) Ability to lower objects, up to 25 lbs., from height of 36 inches to floor level, unassisted. (Infrequent) Ability to push/pull objects, up to 25 lbs., unassisted. (Infrequent) Ability to maintain 20/40 vision, corrected. (Continuous) Ability to see and recognize objects close at hand. (Continuous) Ability to see and recognize objects at a distance. (Frequent) Ability to match or discriminate between colors. (Frequent) Ability to determine distance/relationship between objects; depth perception. (Frequent) Good peripheral vision capabilities. (Frequent) Ability to maintain hearing acuity, with correction. (Continuous) Ability to hear and understand whispered conversations at a distance of 3 feet. (Frequent) Ability to perform gross motor functions with frequent fine motor movements. (Frequent)

If you like working with energetic enthusiastic individuals, you will enjoy your career with us!

The Medical University of South Carolina is an Equal Opportunity Employer. MUSC does not discriminate on the basis of race, color, religion or belief, age, sex, national origin, gender identity, sexual orientation, disability, protected veteran status, family or parental status, or any other status protected by state laws and/or federal regulations. All qualified applicants are encouraged to apply and will receive consideration for employment based upon applicable qualifications, merit and business need.

Medical University of South Carolina participates in the federal E-Verify program to confirm the identity and employment authorization of all newly hired employees. For further information about the E-Verify program, please click here: http://www.uscis.gov/e-verify/employees

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