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Compensation Jobs in Milwaukee, WI (NOW HIRING)

Generac

Compensation Manager

Waukesha, WI

Compensation Consulting & Advisory * Serve as a primary advisor to HR Business Partners and business leaders on pay decisions, offer strategy, job leveling and evaluation, internal equity, and market ...

Lesaffre Group

Compensation Analyst

Milwaukee, WI · On-site

Competitive compensation and comprehensive benefits starting on day one, including health, dental, vision, and 401(k) with employer match * 11 paid holidays * The ability to leverage your expertise ...

Generac

Compensation Analyst II

Waukesha, WI · On-site

Primary Purpose The Compensation Analyst II is responsible for analyzing, implementing, and maintaining the company's compensation programs. This role involves conducting market research, evaluating ...

Copeland

Executive Compensation Specialist

Cudahy, WI · On-site

Executive Compensation Specialist If you are a COMPENSATION professional looking for an opportunity to grow, Copeland has an exciting opportunity for you! As an Executive Compensation Specialist ...

FIS

Analyst Senior, Executive Compensation

Milwaukee, WI · On-site

$81K - $139K/yr

You'll operate at the intersection of executive compensation, corporate finance, governance, and data analytics. Working closely with senior leaders, Accounting, Legal, Payroll, HR, and external ...

New

CBCS

Workers Compensation Claims Adjuster

Milwaukee, WI · On-site +1

$65K - $84K/yr

Workers Compensation Claims Adjuster Location: Work from Home Who says you can't have it all? Cottingham & Butler Claims Services (CBCS) is offering the opportunity to work in a fast-paced and ...

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All JobsCompensation JobsCompensation Jobs in Milwaukee, WI

Compensation information

See Milwaukee, WI salary details

$35K

$113K

$167K

How much do compensation jobs pay per year?

As of Aug 21, 2026, the average yearly pay for compensation in Milwaukee, WI is $113,037.00, according to ZipRecruiter salary data. Most workers in this role earn between $94,600.00 and $130,500.00 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 Milwaukee, WI?

The most popular types of Compensation jobs in Milwaukee, WI are:

What are popular job titles related to Compensation jobs in Milwaukee, WI?

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

What job categories do people searching Compensation jobs in Milwaukee, WI look for?

The top searched job categories for Compensation jobs in Milwaukee, WI are:

What cities near Milwaukee, WI are hiring for Compensation jobs?

Cities near Milwaukee, WI with the most Compensation job openings:

Compensation jobs near you
Infographic showing various Compensation job openings in Milwaukee, WI as of August 2026, with employment types broken down into 1% As Needed, 76% Full Time, 18% Part Time, and 5% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $113,037 per year, or $54.3 per hour.

Compensation Manager

Generac Power Systems, Inc.

Waukesha, WI • On-site

Full-time

Re-posted yesterday

Job description

We believe power is a promise - a shared commitment to be there for others when it matters most.
For more than 65 years, we've turned big ideas into solutions that help protect homes, strengthen businesses and build a more resilient, efficient, sustainable energy future.
Ready to Power a Smarter World with us?
Leads the design, implementation, and administration of global compensation programs that attract, motivate, and retain talent while ensuring alignment with business strategy, market competitiveness, and regulatory compliance across geographies. Acts as a strategic advisor and subject matter expert, partnering with HR, Finance, HR Business Partners, HR Technology, Talent Acquisition, and business leaders to drive consistent and effective compensation practices across regions.
Major Responsibilities
Global Compensation Strategy & Programs
  • Design, implement, and manage compensation programs, including base salary structures and short- and long-term incentive plans.
  • Align programs with the total rewards strategy and business objectives.
  • Ensure balance between global consistency and local market requirements.

Compensation Consulting & Advisory
  • Serve as a primary advisor to HR Business Partners and business leaders on pay decisions, offer strategy, job leveling and evaluation, internal equity, and market competitiveness.
  • Interpret compensation policies and provide governance guidance.

Market Pricing & Pay Structures
  • Lead benchmarking, survey participation, and market analysis.
  • Develop and maintain salary structures, ranges, and geographic differentials.
  • Provide actionable insights into market competitiveness and pay positioning.

Compensation Cycles
  • Lead key annual processes, including merit planning cycles, bonus planning and payout, and equity administration.
  • Ensure accurate execution through partnership with HRIS and Finance.
  • Deliver day-to-day support including job evaluations and pay administration.

Governance & Compliance
  • Ensure compliance with global and local compensation regulations, including pay transparency, labor laws, and employment standards.
  • Support pay equity analysis, audits, and regulatory reporting.

Job Architecture & Data Integrity
  • Maintain and enhance job architecture including job families, levels, and profiles.
  • Ensure the integrity of compensation data within systems such as Workday and BetterComp.
  • Support alignment of job structures to compensation frameworks.

Strategic Initiatives
  • Lead or contribute to enterprise initiatives, including global compensation harmonization, incentive plan design and optimization, and M&A due diligence and integration.
  • Support evolution of global compensation operating model and governance.

Minimum Job Requirements
Education
Bachelor's degree (or equivalent knowledge) in Human Resources or a related field.
Certification / License
None required.
Work Experience
Eight (8) years of compensation experience in a centralized compensation department.
Experience delivering both compliance-based and consultative compensation solutions to internal clients.
Experience using HR technology platforms such as Workday (preferred), Oracle Cloud HR, or SAP SuccessFactors.
Experience using compensation administration software such as BetterComp, CompAnalyst or MarketPay.
Scope & Impact
Influences compensation outcomes across business groups and geographies.
Owns complex compensation programs and frameworks.
Operates within a centralized global model with regional alignment.
Acts as a key contributor to enterprise-wide Total Rewards strategy.
Knowledge / Skills / Abilities
Deep expertise in compensation design, governance, and market practices.
Strong analytical and problem-solving skills, with the ability to interpret complex data and translate insights into action.
Knowledge of global compensation regulations and frameworks.
Ability to influence decision-making in a matrixed organization.
Strong stakeholder management and communication skills.
Experience with HRIS (e.g., Workday) and compensation tools.
Demonstrated ability to lead through influence, expertise, and sound judgment.
Demonstrated success leading cross-functional and global initiatives.
Ability to provide strategic recommendations to senior leaders grounded in data, market insights, and business context.
Balances strategy development with hands-on execution.
Preferred Job Requirements
Education
Master's degree in Human Resources, Business Administration, Finance, or a related field.
Certification / License
Certified Compensation Professional (CCP) issued by WorldatWork, SHRM-CP or SHRM-SCP issued by SHRM, or Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) issued by HRCI.
Work Experience
Global compensation experience across the Americas, EMEA, and APAC.
Knowledge / Skills / Abilities
Demonstrated ability to navigate global compensation frameworks and regulatory considerations across Americas, EMEA, and APAC.
Physical Requirements and Working Conditions
Office Environment (Includes field sales):
While performing the duties of this job, the employee is regularly required to talk, hear, and use hands to handle objects or controls. The employee is also regularly required to stand and walk. Occasionally, the incumbent may be required to stoop, bend, or reach above the shoulders. The employee must occasionally lift up to 25 pounds. Working conditions are typical of frequent and continuous computer-based work and require extended periods of sitting, close vision, and the ability to adjust focus. Occasional travel is required.
DISCLAIMER
All responsibilities and requirements are subject to possible modification to reasonably accommodate individuals with disabilities.
This job description in no way states or implies that these are the only responsibilities to be performed by an employee occupying this job or position.
"We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, national origin, disability status, protected veteran status, or any other characteristic protected by law."

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