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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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Showing results 21-40

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 Aug 17, 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.

Manager of Provider Compensation and Contracting

Parkview Health

Fort Wayne, IN • Hybrid

Full-time

Posted 20 days ago

Parkview Health rating

7.2

Company rating: 7.2 out of 10

Based on 279 frontline employees who took The Breakroom Quiz

350th of 887 rated healthcare providers

Job description

* This is a hybrid remote position that requires the individual to live within proximity to Indiana.*

The Manager of Provider Compensation and Contracting leads a high-performing department to serve the provider compensation and contracting functions of the health system. Manages all provider compensation assessments, analysis, and implementation of models, including ensuring accurate processing of compensation for providers and the timely and effective resolution of any contract or compensation issues. Manages the Provider Compensation Administration, Provider Analytics, and Provider Monitoring teams within the department.

Partners with executive leadership to plan, design and implement strategic initiatives for the health system related to all aspects of provider compensation and contracting.

Responsible for the oversight and implementation of policies and procedures related to provider compensation and contracting. Ensures compliance with system policies and government regulations including fair market value and commercial reasonableness, annual risk reviews and managing the auditing of compensation models and payments. Leads multiple projects with appropriate delegation.

Education: Bachelor’s degree in accounting, finance, business or other quantitative field.

Licensure/Certification: Must maintain membership with the American Association of Provider Compensation Professionals, including attendance in any relevant education, including but not limited to future certification.

Experience: Minimum of seven years’ experience in accounting, finance or operational analysis. Strong ability to communicate and educate leaders, employees and providers about all aspects of provider compensation and contracting. Requires expertise in designing, implementing and directing the administration of effective provider compensation models.

What Parkview Health employees say

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About Parkview Health

Sourced by ZipRecruiter

Parkview Health, headquartered in Fort Wayne, IN, US, operates within the healthcare industry providing a wide range of medical services and community wellness programs. These include primary care, specialty health services, emergency care, rehabilitation, and home health services among others. The non-profit health system was founded in 1878 and continues to serve its surrounding communities with a dedication to quality health and wellness.

Industry

Hospitals

Company size

10,000+ Employees

Headquarters location

Fort Wayne, IN, US

Year founded

1995

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