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Executive Compensation Analyst Jobs in Oregon (NOW HIRING)

Tines

Senior Sales Compensation Analyst

OR · On-site +1

Executive-grade written and verbal communication; able to influence Directors and VPs and drive ... Annual Compensation: 150-175k (base + bonus) + equity Applicants for this opportunity must be ...

Instacart

Director, Compensation

OR · On-site +1

$124K - $170K/yr

... executive compensation design and strategy. * International compensation experience, especially in the context of expanding into new geographies. * Familiarity with AI or advanced analytics tools ...

6sense

Sr. Compensation Partner

OR · On-site +1

$82K - $107K/yr

Conduct market analysis, benchmarking, and job pricing using approved survey data; translate ... Executive partnership: Builds credibility with senior leaders through clear guidance, practical ...

GHX

Director, Total Rewards

OR · On-site +1

$124K - $170K/yr

Support executive compensation analysis and materials as directed by senior leadership Benefits & Wellbeing Strategy * Lead the design and ongoing management of health, wellness, retirement, and ...

GLG

Compensation Business Partner

OR · On-site +1

... strong executive presence and a proven ability to adapt to satisfy the changing needs of the ... Utilize data, analytics, and internal / external insights to develop compensation solutions that ...

Cascade Management

Executive Assistant

Tigard, OR · On-site

$20 - $23/hr

Compensation: $20.00-23.00 Schedule: Monday-Friday (8am-5pm) Hours: 40 Full-Time Location ... Data Analysis - The executive assistant is often involved in data analysis, using a combination of ...

Cascade Management

Executive Assistant

Tigard, OR · On-site

$20 - $23/hr

About Us Compensation: $20.00-23.00 Schedule: Monday-Friday (8am-5pm) Hours: 40 Full-Time Location ... Data Analysis - The executive assistant is often involved in data analysis, using a combination of ...

Cascade Management

Executive Assistant

Portland, OR · On-site

$20 - $23/hr

About Us Compensation: $20.00-23.00 Schedule: Monday-Friday (8am-5pm) Hours: 40 Full-Time Location ... Data Analysis - The executive assistant is often involved in data analysis, using a combination of ...

Cascade Management

Executive Assistant

Tigard, OR · On-site

$20 - $23/hr

About Us Compensation: $20.00-23.00 Schedule: Monday-Friday (8am-5pm) Hours: 40 Full-Time Location ... Data Analysis - The executive assistant is often involved in data analysis, using a combination of ...

Sapiens

Account Executive

OR · On-site +1

Account Executive Location: Remote The Account Executive is responsible for growing software and ... compensation, and life insurance, including reinsurance, financial & compliance, data & analytics ...

Willamette Dental

Executive Assistant

Hillsboro, OR · On-site

$69K - $82K/yr

Review and analyze report data; identify trends; develop additional tools for further evaluation of ... Compensation The actual base pay offered to the successful candidate will be based on multiple ...

Willamette Dental

Executive Assistant

Hillsboro, OR · On-site

$69K - $82K/yr

Review and analyze report data; identify trends; develop additional tools for further evaluation of ... Compensation The actual base pay offered to the successful candidate will be based on multiple ...

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All JobsCompensation Analyst JobsExecutive Compensation Analyst JobsExecutive Compensation Analyst Jobs in Oregon

Executive Compensation Analyst information

See Oregon salary details

$11.6K

$103.1K

$142.2K

How much do executive compensation analyst jobs pay per year?

As of Sep 2, 2026, the average yearly pay for executive compensation analyst in Oregon is $103,085.00, according to ZipRecruiter salary data. Most workers in this role earn between $68,700.00 and $137,400.00 per year, depending on experience, location, and employer.

What does an executive compensation analyst do?

An Executive Compensation Analyst is responsible for designing, analyzing, and administering compensation programs specifically for senior executives within an organization. They conduct market research, benchmark executive pay against industry standards, and ensure compensation plans are competitive and compliant with regulations. Their work involves collaborating with HR, legal, and finance teams to develop salary, bonus, equity, and benefits packages that attract and retain top executive talent. Additionally, they prepare reports for senior management and boards regarding executive compensation trends and recommendations.

What are the key skills and qualifications needed to thrive as an executive compensation analyst?

To thrive as an Executive Compensation Analyst, you need a solid background in finance, accounting, and data analysis, often supported by a bachelor's degree in a related field. Proficiency with compensation management software, HRIS systems, and advanced Excel functions is typically required, and certifications like CCP (Certified Compensation Professional) are highly valued. Strong attention to detail, analytical thinking, and effective communication skills help you interpret complex data and present findings to stakeholders. These skills ensure accurate compensation analysis, regulatory compliance, and alignment of executive pay with organizational goals.

How does an executive compensation analyst typically collaborate with HR and senior leadership teams?

Executive Compensation Analysts regularly work alongside Human Resources and senior leadership to design, analyze, and review compensation packages for executives. They provide data-driven recommendations, ensure alignment with company strategy, and maintain compliance with regulatory standards. Close collaboration is essential, as Analysts often prepare reports for Compensation Committees, participate in meetings, and clarify technical compensation details to stakeholders. This teamwork fosters informed decision-making and helps maintain competitive and equitable executive pay structures.

What is the difference between Executive Compensation Analyst vs Compensation Analyst?

AspectExecutive Compensation AnalystCompensation Analyst
CredentialsBachelor's degree, certifications like CCP or CECP often preferredBachelor's degree, similar certifications may apply
Work EnvironmentCorporate HR or Compensation departments, often in large organizationsHR or Compensation teams across various industries
Employer & IndustryLarge corporations, finance, healthcare, and tech firmsVarious industries including retail, manufacturing, and services
Search & Comparison IntentFocus on executive pay structures, incentives, and benefitsBroader compensation practices, salary structures, and benefits

The main difference is that an Executive Compensation Analyst specializes in designing and analyzing pay packages for top executives, while a Compensation Analyst handles broader employee compensation across roles. Both roles require similar credentials and work in corporate HR departments, but their focus areas differ significantly.

What are the most commonly searched types of Compensation Analyst jobs in Oregon?

The most popular types of Compensation Analyst jobs in Oregon are:

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

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

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

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

What cities in Oregon are hiring for Executive Compensation Analyst jobs?

Cities in Oregon with the most Executive Compensation Analyst job openings:

What are popular job titles related to Executive Compensation Analyst jobs in OR?

For Executive Compensation Analyst jobs in OR, the most frequently searched job titles are:

Executive Compensation Analyst jobs near you
Infographic showing various Executive Compensation Analyst job openings in Oregon as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $103,085 per year, or $49.6 per hour.

Senior Sales Compensation Analyst

Tines

OR • On-site, Remote

Full-time

This job post has expired 2 days ago. Applications are no longer accepted.

Job description

This is a remote position that must be based on the east coast.

As Tines grows and our go-to-market strategy matures, the way we structure and pay incentive compensation has to evolve with it. This is a foundational role: you will design, build, and operationalise the compensation framework for our GTM team, and lead the organisation through the transition - running new and existing plans in parallel as we make the shift.

This is not a plan-maintenance role. You will own the design problem end to end - measurement, crediting, payout mechanics, governance, and the change management required to land it across a ~350-person GTM org - partnering directly with Sales, Finance, and RevOps leadership. We are looking for someone who has led a comparable compensation model transition at scale and can bring that experience to Tines.

What you will be doing:

  • Design the future state comp model. Define how we measure and credit performance across a range of revenue and pricing structures, and translate that into plan mechanics: crediting and recognition timing, ramps, accelerators, decelerators, and true-up / clawback logic appropriate to a variety of deal and revenue types.
  • Manage operations during the transition. Architect and operate an approach so that new and existing compensation plans can run concurrently without disrupting payees, and define the path and timeline to converge on a single model.
  • Model and pressure-test. Build scenario and cost-of-compensation models - payout curves, quota setting, and expense sensitivity - to de-risk design decisions before they go live.
  • Partner with Finance. Ensure compensation design stays aligned with revenue recognition across evolving revenue models, and support compensation expense forecasting, accruals, and budgeting.
  • Own the system architecture. Define the CaptivateIQ configuration and the data model needed to support new performance metrics, including the feeds from Salesforce and billing (Salesforce Revenue Cloud Advanced) required to calculate payouts.
  • Set governance. Establish plan documentation, policy, crediting and dispute-resolution rules, and the controls that keep the program audit-ready as it scales.
  • Influence leadership. Communicate plan design, trade-offs, and outcomes to GTM and Finance leadership through clear, executive-level storytelling, and build the buy-in needed to drive adoption of new plans.

What you bring with you:

  • 7-10 years in sales compensation / incentive design, ideally in B2B SaaS.
  • Direct, hands-on experience designing and operating commission models beyond subscription or seat-based structures - including exposure to usage- or metric-driven plans.
  • Demonstrated experience leading a significant compensation model transition end to end, including running plan models in parallel through the change.
  • Deep configuration experience with a modern ICM platform (CaptivateIQ strongly preferred; Xactly, Spiff, or similar acceptable).
  • Strong Salesforce data fluency and an understanding of CPQ / billing data structures; familiarity with Salesforce Revenue Cloud is a plus.
  • Excellent financial modelling skills and comfort with ambiguity and open-ended design problems.
  • Executive-grade written and verbal communication; able to influence Directors and VPs and drive change across a function

How we'll measure success at this level

  • Leads a multi-team, multi-phase initiative from concept through implementation, introducing solutions not previously tried at Tines.
  • Navigates organisational culture and the decision-making process; trusted to make timely calls under conflicting perspectives without compromising payee trust.
  • Acts as a thought leader to the GTM function; communicates insights and recommendations to senior stakeholders through executive-level storytelling

Target Annual Compensation: 150-175k (base + bonus) + equity

Applicants for this opportunity must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment Visa at this time.

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