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Compensation Jobs in Austin, TX (NOW HIRING)

Cirrus Logic

Manager, Compensation

Austin, TX · On-site

The Manager, Compensation is responsible for the design, implementation, and administration of global compensation programs that align with business strategy and drive organizational performance.

Peak6 Investments LLC

Compensation Manager

Austin, TX · On-site

The Compensation Manager partners closely with HR Business Partners, Finance, and senior leadership to provide data-driven insights and recommendations that support total rewards strategy and ...

Zendesk

Director, Compensation

Austin, TX · On-site

$123K - $169K/yr

Summary The Director, Compensation owns the strategy, governance, and operational execution of Zendesk's global compensation programs. This role is responsible for translating compensation into a ...

DigitalOcean

Compensation Partner

Austin, TX · Remote

$97K - $122K/yr

As a Compensation Partner reporting to the Head of Total Rewards at DigitalOcean, you will join a dynamic team dedicated to revolutionizing cloud computing and AI. You will serve as a compensation ...

Zendesk

Director, Compensation

Austin, TX · On-site

$123K - $169K/yr

Summary The Director, Compensation owns the strategy, governance, and operational execution of Zendesk's global compensation programs. This role is responsible for translating compensation into a ...

Zendesk, Inc.

Director, Compensation

Austin, TX · On-site

$200 - $250/hr

Summary Summary The Director, Compensation owns the strategy, governance, and operational execution of Zendesk's global compensation programs. This role is responsible for translating compensation ...

Zendesk

Director, Compensation

Austin, TX · On-site

$123K - $169K/yr

Summary The Director, Compensation owns the strategy, governance, and operational execution of Zendesk's global compensation programs. This role is responsible for translating compensation into a ...

Socket.dev

Director, Compensation

Austin, TX · On-site

$200 - $250/hr

Summary The Director, Compensation owns the strategy, governance, and operational execution of Zendesk's global compensation programs. This role is responsible for translating compensation into a ...

New

AlleyCorp

Senior Compensation Manager

Austin, TX · On-site

$125 - $150/hr

The Compensation team serves as a strategic advisor to business leaders, managers, and employees across MDB. We are compensation experts with a deep understanding of our stakeholders, problem solvers ...

Saronic Technologies

Senior Compensation Analyst

Austin, TX · On-site

$82K - $107K/yr

Compensation Analyst/Consultant will support the design, implementation, and administration of compensation programs that attract and retain talent across the company. You will contribute to this ...

transpak

Workers' Compensation Specialist

Austin, TX · On-site

$40K - $70K/yr

Position Summary The Workers' Compensation Specialist is responsible for administering and coordinating all aspects of the company's workers' compensation program. This role ensures timely reporting ...

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Showing results 1-20

All JobsCompensation JobsCompensation Jobs in Austin, TX

Compensation information

See Austin, TX salary details

$35.2K

$113.7K

$168K

How much do compensation jobs pay per year?

As of Sep 7, 2026, the average yearly pay for compensation in Austin, TX is $113,722.00, according to ZipRecruiter salary data. Most workers in this role earn between $95,200.00 and $131,300.00 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 Austin, TX?

The most popular types of Compensation jobs in Austin, TX are:

What are popular job titles related to Compensation jobs in Austin, TX?

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

What job categories do people searching Compensation jobs in Austin, TX look for?

The top searched job categories for Compensation jobs in Austin, TX are:

What cities near Austin, TX are hiring for Compensation jobs?

Cities near Austin, TX with the most Compensation job openings:

Compensation jobs near you
Infographic showing various Compensation job openings in Austin, TX as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 17% Part Time, and 4% Contract. Highlights an 90% Physical, 2% Hybrid, and 8% Remote job distribution, with an average salary of $113,722 per year, or $54.7 per hour.

Manager, Compensation

Cirrus Logic

Austin, TX • On-site

Full-time

Re-posted 3 days ago

Key responsibilities

  • Lead the development and execution of core compensation programs, including merit planning, LTI budget modeling, and bonus payout execution.

  • Partner with HR, Finance, and Sales teams to support compensation plan design, market benchmarking, and ensure alignment with business goals.

  • Manage, coach, and develop two direct reports while ensuring the accuracy and strategic alignment of team outputs.

Job description

For over four decades, Cirrus Logic has been propelled by the top engineers in mixed-signal processing. Our rockstar team thrives on solving complex challenges with innovative end-user solutions for the world's top consumer brands. Cirrus Logic is also known for its award-winning culture, which was built on a foundation of inclusion and fairness, meaningful community engagement, and delivering enjoyable employee experiences at every turn. But we couldn't do it without our extraordinary workforce - and that's where you come in. Join our team and help us continue to make Cirrus Logic an exceptional place to grow your career!
The Manager, Compensation is responsible for the design, implementation, and administration of global compensation programs that align with business strategy and drive organizational performance. This role partners closely with HR Business Partners and business leaders to provide strategic and operational compensation support, ensuring programs are competitive, equitable, and scalable. The role manages two direct reports and plays a key role in delivering core annual cycles, market analysis, and executive-ready insights.
This role is ideal for a hands-on compensation leader who can operate both strategically and tactically, bringing rigor, insight, and partnership to a critical function within Total Rewards.
Key Responsibilities
Compensation Programs & Strategy
  • Lead the development and execution of core compensation programs, including:

  • Annual merit planning and budget development

  • Annual Long-Term Incentive (LTI) budget modeling and allocation

  • Short-term incentive (STI) / bonus accrual forecasting and payout execution

  • Partner with Finance and HR leadership to align compensation spend with company performance and financial targets

  • Support the design and evolution of compensation frameworks, policies, and guidelines

Sales Compensation
  • Provide working knowledge and support for sales compensation plans, including plan design, quota setting, and payout validation

  • Partner with Sales Operations and Finance to ensure alignment and accuracy

Market Data & Analytics
  • Leverage market data sources (e.g., Radford, Mercer, WTW) to benchmark roles and ensure competitive positioning

  • Conduct complex data analysis to identify trends, risks, and opportunities

  • Deliver actionable insights and recommendations to senior leadership

  • Build and maintain compensation models and tools to support decision-making

Job Architecture & Leveling
  • Support the development and maintenance of job architecture, including job leveling and career frameworks

  • Ensure internal equity and consistency across roles and geographies

Ad-Hoc Compensation Support
  • Provide consultative support on compensation-related requests, including:

  • New hire offers and equity recommendations

  • Promotions, transfers, and retention cases

  • Off-cycle adjustments

  • Partner with HRBPs and leaders to balance market competitiveness with internal equity

Compliance & Governance
  • Working knowledge of prevailing wage requirements and H-1B regulations
  • Ensure compliance with applicable laws, regulations, and internal policies

  • Support audits and documentation requirements

Leadership & Team Management
  • Manage, coach, and develop two direct reports, fostering a high-performance and collaborative team environment

  • Set clear priorities and ensure delivery against tight deadlines and competing demands

  • Review and validate team outputs for accuracy, quality, and strategic alignment

  • Build strong cross-functional relationships with HR, Finance, Legal, and business leaders

Qualifications
Required Experience
  • 6-10+ years of progressive compensation experience, including program management
  • 2-4+ years of experience being a people manager

  • Experience leading annual compensation cycles (merit, bonus, equity)

  • Strong analytical skills with the ability to manage and interpret large datasets

  • Experience working with market data providers such as Radford, Mercer, and/or WTW

  • Working knowledge of sales compensation structures

  • Familiarity with prevailing wage and H-1B requirements

Skills & Competencies
  • Strong business acumen and ability to influence senior-level stakeholders

  • Proven ability to manage competing priorities under tight deadlines

  • High level of discretion and ability to handle confidential information

  • Detail-oriented with strong organizational skills

  • Advanced Excel and data modeling skills (experience with SuccessFactor or similar HRIS a plus)

  • Excellent communication skills, including the ability to translate data into clear, compelling narratives

Preferred Qualifications
  • Experience in a high-growth or fast-paced environment

  • Exposure to global compensation programs

  • Experience supporting executive compensation or equity programs

  • Bachelor's degree in HR, Finance, Business, or related field (Master's or CCP certification a plus)

Success Measures
  • Timely and accurate execution of annual compensation cycles

  • High-quality insights and recommendations that influence business decisions

  • Strong stakeholder satisfaction and partnership

  • Development and retention of a high-performing compensation team

Applicants must be authorized to work for ANY employer in the U.S. We are unable to sponsor or take over sponsorship of an employment visa at this time.
Export control restrictions based upon applicable laws and regulations would prohibit candidates who are nationals of certain embargoed countries from working in this position without Cirrus Logic first obtaining an export license. Candidates for this role must be able to access technical data without a requirement for an export license. We are unable to sponsor or obtain export licenses for this role.
Cirrus Logic strives to select the best qualified applicant for any opening. Different approaches, ideas and points of view are both valued and respected. Employment decisions are made on the basis of job-related criteria without regard to race, color, religion, sex, national origin, age, protected veteran or disabled status, genetic information, or any other classification protected by applicable law.

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