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Director Compensation Jobs in Indiana (NOW HIRING)

Wabash

Compensation Manager

Indianapolis, IN

The Manager, Compensation reports to the Director, Compensation & Benefits at Wabash and supports the design, execution and administration of the company's compensation programs. This role ...

Duluth Trading Company

$105K - $140K/yr

Partner with the Director of HR Operations to prepare materials, analyses, and recommendations for the Compensation Committee of the Board of Directors. * Lead the planning and forecasting of annual ...

Concord Community Schools

School Bus Monitor

Elkhart, IN

$15.25 - $19.25/hr

Transportation Director and Assistant Transportation Director COMPENSATION: $15.25 to $19.25 per hour POSITION PURPOSE: Monitors conduct of students on school bus to maintain discipline and safety by ...

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All JobsCompensation JobsDirector Compensation JobsDirector Compensation Jobs in Indiana

Director Compensation information

See Indiana salary details

$29K

$139.9K

$191.7K

How much do director compensation jobs pay per year?

As of Jun 14, 2026, the average yearly pay for director compensation in Indiana is $139,908.00, according to ZipRecruiter salary data. Most workers in this role earn between $118,900.00 and $162,700.00 per year, depending on experience, location, and employer.

What is the difference between Director Compensation vs HR Manager Compensation?

AspectDirector CompensationHR Manager Compensation
Required CredentialsBachelor's degree, extensive experience, possibly certifications like CCP or CECPBachelor's degree, HR certifications like SHRM-CP or PHR often preferred
Work EnvironmentStrategic, executive-level, often involved in high-level decision makingOperational, team-focused, involved in daily HR activities
Employer & Industry UsageCommon in large corporations, finance, and consulting firmsWidespread across industries, especially in mid-sized and large companies

While both roles involve compensation management, the Director Compensation role is more strategic and senior, focusing on designing and overseeing compensation programs at an executive level. HR Managers handle day-to-day HR functions, including employee relations and benefits administration. The two roles differ mainly in scope, responsibility, and required experience.

What does a Director of Compensation do?

A Director of Compensation is responsible for designing, overseeing, and managing an organization’s compensation programs, including salaries, bonuses, and benefits. They analyze market trends to ensure pay practices are competitive and compliant with laws and regulations. This role often involves collaborating with senior leadership to develop strategies that attract, motivate, and retain employees while ensuring internal equity. Additionally, Directors of Compensation may supervise a team and manage compensation-related projects or initiatives.

What are the key skills and qualifications needed to thrive as a Director of Compensation, and why are they important?

To thrive as a Director of Compensation, you need expertise in compensation strategy, data analysis, and compliance, typically supported by a bachelor's or master's degree in human resources, business, or a related field. Familiarity with HRIS systems, compensation survey tools, and relevant certifications like CCP (Certified Compensation Professional) is highly valuable. Strong leadership, analytical thinking, and effective communication are essential soft skills for influencing decision-makers and managing cross-functional projects. These skills ensure competitive, equitable pay practices that support talent attraction, retention, and organizational goals.

How does a Director of Compensation typically collaborate with other departments to ensure alignment with organizational goals?

A Director of Compensation regularly partners with HR, finance, and executive leadership to design and implement pay structures that support the company’s strategic objectives. This role often involves analyzing market data, consulting with department heads about talent needs, and ensuring compensation programs are both competitive and equitable. Effective collaboration is key, as compensation strategies must align with budget constraints, regulatory requirements, and broader talent management initiatives. Regular cross-functional meetings and communication are essential to address evolving business priorities and maintain internal equity.
What are the most commonly searched types of Compensation jobs in Indiana? The most popular types of Compensation jobs in Indiana are:
What are popular job titles related to Director Compensation jobs in Indiana? For Director Compensation jobs in Indiana, the most frequently searched job titles are:
What job categories do people searching Director Compensation jobs in Indiana look for? The top searched job categories for Director Compensation jobs in Indiana are:
What cities in Indiana are hiring for Director Compensation jobs? Cities in Indiana with the most Director Compensation job openings:
Director Compensation jobs near you
Infographic showing various Director Compensation job openings in Indiana as of June 2026, with employment types broken down into 3% As Needed, 80% Full Time, 12% Part Time, and 5% Contract. Highlights an 91% Physical, 4% Hybrid, and 5% Remote job distribution, with an average salary of $139,908 per year, or $67.3 per hour.

Compensation Manager

Walker Transport

Lafayette, IN

Full-time

Posted 28 days ago

Job description

About the Role:

The Manager, Compensation reports to the Director, Compensation & Benefits at Wabash and supports the design, execution and administration of the company's compensation programs. This role contributes to base pay structures, incentive plans and broader compensation initiatives while partnering with HR, business leaders and Finance to ensure programs align with company goals, market competitiveness and internal equity. This position offers exposure across multiple facets of Wabash's compensation strategy and provides the opportunity to build and enhance programs that support talent attraction, retention and engagement.

Your Responsibilities:

Support the design, implementation and evaluation of Wabash's compensation programs including broad-based and incentive pay plans

Execute the annual compensation cycle including base pay adjustments and incentive plan administration

Provide data-driven recommendations on salary structures, job leveling and pay program enhancements

Conduct compensation analyses including market benchmarking, pay equity reviews and modeling

Partner with HR and business leaders on compensation-related matters including workforce planning and job evaluations

Ensure compliance with applicable laws and regulations (e.g., FLSA, pay transparency)

Participate in compensation surveys and support analysis to maintain market competitiveness

Collaborate with Finance and Legal to align compensation programs with cost and governance requirements

Support development of training and communication materials related to compensation programs

Stay informed on compensation trends and recommend improvements as appropriate

Other duties as assigned

Let's Talk About Your Qualifications:

Bachelor's Degree

3-5+ years of compensation or related HR experience

Foundational knowledge of compensation principles, job evaluation and pay structures

Experience with incentive plans or exposure to executive compensation is a plus (not required)

CCP certification or interest in pursuing certification preferred

Strong analytical skills with proficiency in Excel (VLOOKUP, pivot tables, formulas) and HRIS tools

Strong communication and stakeholder partnership skills

Ability to manage multiple priorities and meet deadlines

High attention to detail, integrity and confidentiality

Leadership Attributes:

At Wabash, we pride ourselves on being empowering, and there are some things we feel very strongly about:

Embrace Diversity and Inclusion - Solicit and respect the input of others, celebrate differences, and strive for transparency and inclusiveness

Seek to Listen - Actively listen to reach the best solution and make the strongest decisions

Always Learn - Strive to improve; do not quit or settle for the status quo

Be Authentic - Demonstrate honesty, incredible energy, and grit in everything you do

Win Together - Collaborate, seek alignment, and excel at cross-group communication to success as one team and One Wabash

Join us in turning ideas into world-changing realities. Curate and build your high-impact professional career at Wabash!

Affirmative Action/EEO Statement:

Wabash is committed to providing equal employment opportunity for its associates and applicants without regard to race, color, religion, sex, age, national origin, veteran status, disability, or other protected class or activity under federal, state, or local law. All employment decisions must be based on neutral, legitimate criteria. All employment policies and rules shall be applied equally to similarly situated associates.

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