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Director Compensation Jobs in Oregon (NOW HIRING)

Ultragenyx Pharmaceutical

Director, Global Compensation

OR · On-site +1

$124K - $170K/yr

Position Summary: ultra dedicated - Your biggest challenges yield rare possibilities The Director, Global Compensation provides deep broad-based compensation expertise and counsel across Ultragenyx ...

New

PacificSource

Senior Compensation Specialist

Portland, OR · On-site

$65.30 - $111/hr

Manage the administration of direct compensation including the processing, recording and reporting of compensation-related actions related to both salaried and hourly paid employees.* Create ...

Volare Health LLC

Social Services Director

Medford, OR · On-site

$55K - $65K/yr

Social Services Director Compensation: $55,000 - $65,000 annually (DOE) Location: Medford, OR (On-site) Hearthstone Nursing and Rehabilitation Center is part of the Volare Health network of long-term ...

New

Jobot

Workers' Compensation Attorney

Portland, OR · Remote

$132K - $140K/yr

If you do not have direct worker's compensation experience, but you have a background in adjacent fields (medical malpractice, personal injury, etc.) and want to gain Worker's Compensation experience ...

Skanska USA

Senior Compensation Analyst

Portland, OR · On-site

$88K - $114K/yr

They will support the Director of Compensation in the development and maintenance of key compensation infrastructure and partner with team members to ensure operational efficiency and execution. This ...

GHX

Director, Total Rewards

OR · On-site +1

$124K - $170K/yr

This role leads the day-to-day strategy and execution of HR systems, compensation, benefits, and wellbeing programs across a complex healthcare technology organization. The Director will serve as a ...

Tines

Senior Sales Compensation Analyst

OR · On-site +1

Direct, hands-on experience designing and operating commission models beyond subscription or seat ... Demonstrated experience leading a significant compensation model transition end to end, including ...

Brookfield

TEMP-Workers' Compensation Claims Adjuster

OR · On-site +1

$65K - $85K/yr

TEMP - Workers' Compensation Claims Adjuster Employment Type: Contingent Worker FLSA Status: Non ... Identifyingand directing the assignment and coordination ofexpertiseresources toassistin case ...

Brookfield

TEMP-Workers' Compensation Claims Adjuster

OR · On-site +1

$65K - $85K/yr

Working under technical direction and within significant limits and authority, adjudicate workers' compensation claims of higher technical complexity, with a direct impact on departmental results.

Brookfield

TEMP-Workers' Compensation Claims Adjuster

OR · On-site +1

$65K - $85K/yr

Working under technical direction and within significant limits and authority, adjudicate workers' compensation claims of higher technical complexity, with a direct impact on departmental results.

Brookfield

TEMP- Workers' Compensation Claims Adjuster

OR · On-site +1

$37.66 - $44.33/hr

Working under technical direction and within significant limits and authority, adjudicate workers' compensation claims of higher technical complexity, with a direct impact on departmental results.

Climate First Bank

Director of ESOP Lending

OR · On-site +1

$124K - $170K/yr

Director of ESOP Lending The Director of Employee Ownership Finance is a senior commercial banking role responsible for originating and managing ESOP (Employee Stock Ownership Plan) and employee ...

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All JobsCompensation JobsDirector Compensation JobsDirector Compensation Jobs in Oregon

Director Compensation information

See Oregon salary details

$32.2K

$155.5K

$213K

How much do director compensation jobs pay per year?

As of Aug 21, 2026, the average yearly pay for director compensation in Oregon is $155,453.00, according to ZipRecruiter salary data. Most workers in this role earn between $132,200.00 and $180,800.00 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 Oregon?

The most popular types of Compensation jobs in Oregon are:

What are popular job titles related to Director Compensation jobs in Oregon?

For Director Compensation jobs in Oregon, the most frequently searched job titles are:

What job categories do people searching Director Compensation jobs in Oregon look for?

The top searched job categories for Director Compensation jobs in Oregon are:

What cities in Oregon are hiring for Director Compensation jobs?

Cities in Oregon with the most Director Compensation job openings:

Director Compensation jobs near you
Infographic showing various Director Compensation job openings in Oregon as of August 2026, with employment types broken down into 1% As Needed, 75% Full Time, 21% Part Time, and 3% Contract. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution, with an average salary of $155,453 per year, or $74.7 per hour.

Director, Global Compensation

Ultragenyx Pharmaceutical

OR • On-site, Remote

$124K - $170K/yr

Full-time

Posted 2 days ago

New

Job description

Position Summary:

ultradedicated - Your biggest challenges yield rare possibilities

The Director, Global Compensation provides deep broad-based compensation expertise and counsel across Ultragenyx, with a focus on supporting the company's more complex and globally distributed business areas. The role advises HR Business Partners, Talent Acquisition, and business leaders on complex and innovative compensation solutions. Drawing on extensive global pharmaceutical or biotechnology experience across multiple regions, the Director leads market intelligence, job architecture, salary structures, and compensation frameworks to support equitable, competitive, and consistent pay decisions aligned with Ultragenyx's compensation philosophy. 

Work Model: 

Remote: Officially documented as working full-time from home, with travel to Ultragenyx's offices or other locations on occasion as needed.

Responsibilities:
  • Serve as the lead compensation advisor for assigned complex and global business areas, consulting on strategic hires, retention, promotions, job leveling, organizational changes, annual compensation planning, and other high-impact compensation decisions. 
  • Develop an in-depth understanding of business strategies, talent priorities, organizational structures, and regional market conditions to anticipate compensation implications and recommend practical solutions. 
  • Analyze complex compensation issues and develop market-informed recommendations that balance business objectives, external competitiveness, internal equity, global consistency, and compensation philosophy. 
  • Design and recommend innovative compensation solutions to support critical talent, retention needs, and strategic business initiatives. Advise senior HR and business leaders, clearly communicating data-driven recommendations and exercising sound judgment. 
  • Represent client needs and emerging business issues in the design, enhancement, and implementation of broad-based compensation programs, frameworks, policies, and processes. 
  • Lead the global compensation market intelligence strategy, including survey vendor relationships and survey investment decisions. Oversee market pricing and benchmarking across functions, levels, and geographies using relevant data sources, translating complex analyses into clear recommendations. Attend vendor and industry conferences. 
  • Own the global job architecture, leveling framework, job evaluation methodology, salary structures,, ensuring consistent and market-aligned application across regions, organizational structures, and career paths. 
  • Maintain deep knowledge of pharmaceutical and biotechnology compensation practices and regional market and regulatory considerations across North America, EMEA, LATAM, and APAC, incorporating relevant developments into compensation recommendations. 
  • Lead annual market reviews for assigned client groups, including assessment of market movement, competitiveness, salary structure alignment, midpoint progression, range adjustments, and pay compression; validate market recommendations and updated salary ranges for supported functions. 
  • Provide subject matter leadership for annual compensation planning, global pay transparency and pay equity, and broad-based program enhancements, ensuring client decisions and application remain aligned with compensation philosophy, governance standards, and business priorities. 
Requirements:
  • Bachelor's degree required and 10+ years of progressive broad-based compensation experience in high-growth, global environments; experience in a global public pharmaceutical, biotechnology, or life sciences company strongly preferred. 
  • Demonstrated compensation business partnering experience with HR Business Partners, Talent Acquisition, and business leaders across multiple functions, geographies, and organizational levels. 
  • Deep experience with market pricing, benchmarking, salary structure design, job architecture, job leveling, job evaluation, and compensation decision support. 
  • International compensation experience, including experience supporting EMEA, LATAM, and/or APAC, preferred. 
  • Excellent communication, influence, and stakeholder management skills, with the ability to explain compensation concepts clearly to HR and business audiences. 
  • Experience with life sciences survey frameworks and compensation data sources such as Aon/Radford, Mercer, WTW, or similar providers. 
  • Strong analytical, modeling, and problem-solving skills, with the ability to translate market data and compensation analysis into clear, practical recommendations. 
  • Ability to manage multiple priorities in a fast-paced environment while maintaining strong attention to detail, sound judgment, and a collaborative approach. 

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