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Director Compensation Jobs in Indiana (NOW HIRING)

CTB

CTB Benefits & Compensation Manager

Milford, IN

$63K - $86K/yr

Experience: 5+ years of progressive experience in human resources functions with3+ years of direct management experience in Compensation and/or Benefits, or advanced support experience leading and ...

CTB

CTB Benefits & Compensation Manager

Milford, IN · On-site

$63K - $86K/yr

Experience: 5+ years of progressive experience in human resources functions with3+ years of direct management experience in Compensation and/or Benefits, or advanced support experience leading and ...

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Director Compensation information

See Indiana salary details

$29K

$139.9K

$191.7K

How much do director compensation jobs pay per year?

As of Sep 6, 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 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?

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 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 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 August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 18% Part Time, and 4% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $139,908 per year, or $67.3 per hour.

CTB Benefits & Compensation Manager

CTB

Milford, IN

$63K - $86K/yr

Full-time

Re-posted 7 days ago

Job description

Compensation and Benefits Manager

Corporate

Human Resources

EVP & Chief Admin Officer

BU Location

BU Acceptance

Approved By:

Date Approved

Milford, IN

   

   Overall Purpose:  Why the Job Exists& What You Will Do:                                                                                                                   

As the Compensation and Benefits Manager, you will be responsible for the management, design and administration of employee compensation and benefit programs, serving all of CTB's U.S. locations as well as assisting non- U.S. entities.

  Essential Job Functions & Expected Outcomes: Your Accountabilities in the Role                                                                                                                   

  1. Compensation Program Management & Administration: 50% of the Job

    1. Leads the compensation framework programs and processes, creating guidelines on benchmark data   and developing innovative structures for the US and Global entities that ensure competitive compensation ranges to attract and retain top talent.

    2. Leads the annual salaried and hourly compensation review process, the annual performance management program, and participates in applicable compensation surveys on an annual basis.

    3. Educates, facilitates and provides information to the managers on tools to help them manage their teams and departments from a Total Rewards perspective, including system training and general Total Rewards concepts.

    4. Manages the daily compensation processes, ensuring compliance and accuracy within the  HCM system.

  2. Benefits Management & Administration: 50% of the Job

    1. Oversee employee benefits programs, including health, wellness, ancillary and other company offered programs.

    2. Evaluates, with Broker assistance, that our benefit programs are competitive, compliant, cost effective and that the programs will attract and retain top-quality talent.

    3. Acts as the subject matter expert in benefits committee meetings, providing recommendations for updates to the benefit plans based on market data, plan experience, and organizational goals to influence key decision makers.

    4. Manages the daily administration of benefit plans in the HCM system, reconciles issues and frequently audits the benefit systems for accuracy to meet internal customer and financial goals.

The job criteria may include other duties, responsibilities and activities, which may change or be assigned at any item with or without notice.

Position Requirements:

 

  1. Education: A Bachelor's Degree in Business, Accounting, HR or equivalent combination of education and experience required

  2. Experience: 5+ years of progressive experience in human resources functions with3+ years of direct management experience in Compensation and/or Benefits, or advanced support experience leading and managing day-to-day transactions in the related HR areas required

  3. Certification(s): Benefits Certification(CBP), Compensation Certification (CCP, GRP, ACCP or MCCP) and/or HR Certification preferred

  4. Functional Skills:    Experienced with multi-state Self-Insured benefit plans; strong knowledge of ACA, FLSA, ERISA, DOL  and other  related laws  and regulations;  experienced  in benchmarking  or  administering compensation strategies

  5. Technology Aptitude/Skills: Experienced with HRIS applications, specifically Oracle, and ability to learn proprietary software required; Proficiency in Microsoft Office products including Excel, Word, Outlook and PowerPoint required

  6. Language Skills: Able to read/write/speak English fluently

  7. Leadership/Behaviors: Collaborative, supportive, detail-oriented and organized; ability to influence key decision makers; ability to review large amounts of data to analyze trends and prepare summaries to support proposals; innovative, able to step outside of the box and propose new solutions; compliance oriented and self-directed

  8. Culture Match Behaviors: Professional in appearance, strong influencer to make changes within diverse departments and groups, employee-focused, team-oriented to create engagement and enhancements within the related HR / Department areas.


 

 

Core Values that Apply to All Positions:

  • Customers are why we exist

  • Profitability is a must

  • Excellence in all we do

  • People make the difference

Equipment Used:

  • This role routinely uses standard office equipment such as computers, phones, photocopiers,  filing cabinets and fax machines.

Physical Requirements to Perform Essential Functions:

  • Ability to sit at desk for 5+ hours per day

  • Ability to operate keyboard and view computer screen for majority of day 6-7hours

  • Ability to write ideas/information in a logical flow for 5+ hours per day

  • Ability to read and respond on an on-going basis daily due to nature of the work

  • Ability to communicate verbally and in writing with others via phone, in-person, and computer on-going

  • Ability to listen to customers, problem-solve, and respond accordingly

  • Ability to stand, walk, bend, reach, climb, and carry and lift to 15 lbs.

Environmental Conditions &Travel:

  • The employee is primarily exposed to a normal office environment with moderate noise. The employee is occasionally required to wear suitable Personal Protective Equipment while visiting manufacturing departments.

  • This position may face inclement weather conditions when traveling.

  • Up to 15% travel is required

I have reviewed and understand the above job description. I understand that the company may change this job description as it deems necessary and at its discretion. I also understand that a copy of this job description is available to me through request to my manager or by visiting the company intranet.

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