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Director Compensation Jobs in Oregon (NOW HIRING)

Kaseya Careers

OR · On-site

Position Summary The Director, Global Commissions is responsible for leading the strategy ... Partner with Sales Strategy and Sales Operations to operationalize compensation plans, quotas ...

Ping Identity

OR · On-site

We are seeking a Director, Sales Compensation and Planning to lead one of the most strategic operating levers in our go-to-market organization: how we design, operationalize, communicate, and ...

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 ...

PacifiCorp

Director, Total Rewards

Portland, OR · On-site

$132K - $181K/yr

Oversee compensation, employee benefit and disability programs, including, health care coverage ... A minimum of five years of direct people management experience. * Management skills including the ...

Tines

Senior Sales Compensation Analyst

OR · Remote

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 ...

Argonaut Management Services, Inc

OR · On-site

$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

$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.

Argonaut Management Services, Inc

OR · On-site

$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

$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.

Argonaut Management Services, Inc

OR · On-site

$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.

Argonaut Management Services, Inc

OR · On-site

$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.

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.

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Showing results 1-20

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 11, 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 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?

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 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 68% Full Time, and 32% Part Time. Highlights an 100% In-person job distribution, with an average salary of $155,453 per year, or $74.7 per hour.

Senior Assistant General Counsel, Executive Compensation, Corporate Governance & Securities

Nike

Beaverton, OR • On-site

Full-time

Retirement

Re-posted 12 days ago

Nike rating

7.6

Company rating: 7.6 out of 10

Based on 274 frontline employees who took The Breakroom Quiz

7th of 104 rated fashion retailers

Job description

WHO YOU'LL WORK WITH
As a member of the Corporate Governance Team, this attorney will partner closely with other Legal teammates, Total Rewards, Finance, Controlling, and senior leadership to design, implement, document, and disclose executive and director compensation programs that align with business strategy, governance expectations, and evolving regulatory requirements.
WHO WE ARE LOOKING FOR
A candidate who is a business-minded lawyer that combines technical strength in executive compensation and securities disclosures with sound judgment, discretion, and the ability to operate effectively in a complex, highly regulated public company environment. This person is comfortable advising senior stakeholders, balancing legal risk with practical business needs, and driving high-quality work product during critical disclosure and governance cycles. We are looking for a candidate with:
  • Strong experience drafting and reviewing proxy statement disclosures, including CD&A and related compensation tables and narratives.
  • Working knowledge of public company governance practices, annual proxy cycles, compensation committee processes, disclosure controls, and investor-facing executive compensation narratives.
  • Strong collaboration skills and the ability to work effectively with teammates, senior executives, board-facing teams, and external advisors.
  • Excellent judgment, precision, and ability to communicate complex legal requirements clearly to senior business leaders and cross-functional partners.
  • Ability to manage multiple deadlines in a fast-paced, high-visibility environment with strong attention to detail and practical problem-solving skills.

Required Experience:
  • J.D. from an accredited law school and active bar membership in at least one U.S. jurisdiction.
  • At least 5 years of law firm experience advising public companies on executive compensation, employee benefits, and securities disclosure matters.
  • Demonstrated expertise in Regulation S-K under the Securities Exchange Act of 1934, especially Item 402 executive compensation disclosure requirements.
  • In-house experience at a public company, particularly a large-cap or Fortune 100 organization, is a plus.

WHAT YOU'LL WORK ON
You will be a legal advisor on executive compensation matters for NIKE, Inc., with particular responsibility for compensation-related disclosure obligations. You will:
  • Advise on the design, implementation, interpretation, and administration of executive compensation and broad-based incentive arrangements, including annual and long-term incentive plans, equity awards, deferred compensation, retention arrangements, severance, change-in-control protections, and executive employment agreements.
  • Lead and review executive compensation disclosures in proxy statements, annual reports, current reports, registration statements, and other public filings, with deep familiarity with Regulation S-K and Item 402 requirements, including CD&A, compensation tables, pay-versus-performance, CEO pay ratio, clawback-related disclosure, and director compensation disclosure and evolving regulations.
  • Provide legal guidance on compensation committee and board materials, resolutions, governance processes, and disclosure controls related to executive pay decisions.
  • Partner on Exchange Act reporting, proxy statement preparation, annual meeting matters, and shareholder engagement topics related to executive compensation.
  • Support the legal and disclosure aspects of equity plan proposals, say-on-pay, and related shareholder communications.
  • Advise on the compensation implications of corporate transactions and strategic events, including mergers, acquisitions, divestitures, reorganizations, executive transitions, and other matters.
  • Monitor legal and regulatory developments affecting executive compensation and disclosure, and translate those developments into practical business guidance, policies, templates, and internal training.
  • Help manage outside counsel and other advisors efficiently and strategically.
  • As a member of the Corporate Governance & Securities Team, support other public company reporting and governance matters, including related to NIKE's 401K Plan.

We offer a number of accommodations to complete our interview process including screen readers, sign language interpreters, accessible and single location for in-person interviews, closed captioning, and other reasonable modifications as needed. If you discover, as you navigate our application process, that you need assistance or an accommodation due to a disability, please complete the Candidate Accommodation Request Form.

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