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Executive Compensation Analyst Jobs (NOW HIRING)

InnovAge

Principal Compensation Analyst

Denver, CO · On-site +1

$145K - $182K/yr

Maintain executive peer groups and market data sets; analyze competitive positioning and pay-for ... Compensation Committee, Proxy, and Public-Company Support * Prepare and quality-check analyses ...

InnovAge

Principal Compensation Analyst

Denver, CO

Maintain executive peer groups and market data sets; analyze competitive positioning and pay-for ... Compensation Committee, Proxy, and Public-Company Support * Prepare and quality-check analyses ...

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Executive Compensation Analyst information

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$11K

$97.5K

$134.5K

How much do executive compensation analyst jobs pay per year?

As of Jun 12, 2026, the average yearly pay for executive compensation analyst in the United States is $97,499.00, according to ZipRecruiter salary data. Most workers in this role earn between $65,000.00 and $130,000.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as an Executive Compensation Analyst, and why are they important?

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.

What does an executive compensation analyst do?

An executive compensation analyst evaluates and develops compensation packages for senior executives, ensuring they align with company goals and industry standards. They analyze market data, prepare reports, and may use compensation management tools to recommend salary, bonuses, and benefits. Strong analytical skills and knowledge of compensation regulations are essential for this role.

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 jobs pay $500,000 a year in the US?

Executive Compensation Analysts typically do not earn $500,000 annually, but high-level executive roles such as CEOs, CFOs, and investment bankers often reach or exceed this salary level, especially with bonuses and stock options. These positions usually require extensive experience, advanced degrees, and strong industry networks, and compensation can vary widely based on company size and performance.

What jobs make $1,000,000 a year?

Executive Compensation Analysts typically do not earn $1,000,000 annually; such high salaries are usually associated with top executives like CEOs, CFOs, and other C-suite leaders, especially in large corporations. These roles often involve significant responsibilities, extensive experience, and performance-based bonuses or stock options that can push total compensation into the million-dollar range.

What jobs in the US pay 300,000 a year?

An Executive Compensation Analyst typically earns between $100,000 and $200,000 annually, but senior roles such as Chief Financial Officers, Investment Bankers, Corporate Lawyers, and specialized physicians can earn $300,000 or more. High-paying executive and specialized professional positions often require advanced degrees, certifications, and extensive experience. Compensation varies based on industry, location, and company size.

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.

More about Executive Compensation Analyst jobs
What cities are hiring for Executive Compensation Analyst jobs? Cities with the most Executive Compensation Analyst job openings:
What are the most commonly searched types of Compensation Analyst jobs? The most popular types of Compensation Analyst jobs are:
What states have the most Executive Compensation Analyst jobs? States with the most job openings for Executive Compensation Analyst jobs include:
What are popular job titles related to Executive Compensation Analyst jobs? For Executive Compensation Analyst jobs, the most frequently searched job titles are:
Executive Compensation Analyst jobs near you
Infographic showing various Executive Compensation Analyst job openings in the United States as of June 2026, with employment types broken down into 95% Full Time, and 5% Temporary. Highlights an 86% Physical, 4% Hybrid, and 10% Remote job distribution, with an average salary of $97,499 per year, or $46.9 per hour.
Senior Executive Compensation Analyst

Senior Executive Compensation Analyst

Intel

Folsom, CA

Full-time

Medical, Retirement, PTO

Posted 20 days ago

Intel rating

8.8

Company rating: 8.8 out of 10

Based on 143 frontline employees who took The Breakroom Quiz

8th of 139 rated electronics manufacturers

Job description

Job Details:Job Description: 

The Total Rewards team plays a critical role in talent attraction, retention, and engagement by creating compelling and cost-effective reward programs that motivate performance while supporting the organization's culture and strategic goals. This team oversees all aspects of employee rewards including base salary structures, variable pay programs, health and wellness benefits, retirement plans, recognition programs, and non-monetary perks that collectively comprise the employee value proposition.

We are currently seeking a Senior Executive Compensation Analyst to join our dynamic total rewards team and play a pivotal role in designing and managing compensation programs for our organization.

The role's responsibilities include but are not limited to:

Strategic and Analytical Responsibilities:

  • Draft and prepare materials for the Compensation Committee, including presentations, benchmarking data, and program recommendations.
  • Lead the development and updates of the Compensation Discussion and Analysis section of the proxy statement in collaboration with Legal and Finance teams.
  • Conduct market research and benchmarking studies using compensation surveys and peer group analysis.
  • Model and analyze executive compensation scenarios, including equity grants, incentive payouts, and total compensation packages.

Program Execution and Administration:

  • Administer executive compensation programs including annual and long-term incentive plans, equity awards, and deferred compensation.
  • Coordinate with Finance, Legal, and Payroll to ensure accurate execution and reporting of compensation programs.
  • Maintain and audit executive compensation data in Workday and equity systems.
  • Support the preparation of SEC filings and other regulatory disclosures related to executive pay.

Compliance and Governance:

  • Ensure compliance with applicable laws and regulations including SEC, IRS (e.g., 409A), and FASB standards.
  • Monitor governance trends and regulatory changes affecting executive compensation.
  • Assist in preparing materials for shareholder engagement and Say-on-Pay initiatives.

Cross-Functional Collaboration:

  • Partner with Legal, Finance, and Investor Relations to align compensation strategies with corporate goals.
  • Provide guidance and support to HR Business Partners and senior leadership on executive pay matters.
  • Respond to executive-level inquiries and provide analytical support for compensation-related decisions.
Qualifications:

You must possess the below minimum qualifications to be initially considered for this position. Preferred qualifications are in addition to the minimum requirements and are considered a plus factor in identifying top candidates. This position is not eligible for Intel immigration sponsorship.

Minimum Qualifications:

  • Bachelor's degree in Human Resources, Finance, Business Administration, or a related field
  • 6+ years of compensation experience
  • 3+ years of executive compensation experience
  • Demonstrated experience with Security Exchange Commission (SEC) regulations, Proxy disclosures, and proxy statement preparation.
  • Proficiency in Microsoft Excel and PowerPoint

Preferred Qualifications:

  • Experience working with independent Compensation Consultants is highly preferred.
  • Strong understanding of executive compensation principles, equity plans, and incentive structures.
  • Excellent analytical, organizational, and communication skills.
  • Experience with Workday and ETrade platforms.
  • Experience working in a publicly traded company or with Compensation Committees.
Job Type:Experienced HireShift:Shift 1 (United States of America)Primary Location: US, Oregon, HillsboroAdditional Locations:US, Arizona, Phoenix, US, California, Folsom, US, California, San Jose, US, California, Santa Clara, US, Texas, AustinBusiness group:Intel's Human Resources group is responsible for hiring, developing and retaining the best and brightest employees while continuing to strengthen the company's culture and values. Intel Human Resources provides first-rate, cost-effective services and support to employees worldwide and is dedicated to advancing Intel's business goals.Posting Statement:All qualified applicants will receive consideration for employment without regard to race, color, religion, religious creed, sex, national origin, ancestry, age, physical or mental disability, medical condition, genetic information, military and veteran status, marital status, pregnancy, gender, gender expression, gender identity, sexual orientation, or any other characteristic protected by local law, regulation, or ordinance.Position of TrustN/ABenefits

We offer a total compensation package that ranks among the best in the industry. It consists of competitive pay, stock bonuses, and benefit programs which include health, retirement, and vacation. Find out more about the benefits of working at Intel.

Annual Salary Range for jobs which could be performed in the US: $117,570.00-240,290.00 USDThe range displayed on this job posting reflects the minimum and maximum target compensation for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific compensation range for your preferred location during the hiring process.

Work Model for this Role

This role will require an on-site presence. * Job posting details (such as work model, location or time type) are subject to change.

*

ADDITIONAL INFORMATION: Intel is committed to Responsible Business Alliance (RBA) compliance and ethical hiring practices. We do not charge any fees during our hiring process. Candidates should never be required to pay recruitment fees, medical examination fees, or any other charges as a condition of employment. If you are asked to pay any fees during our hiring process, please report this immediately to your recruiter.

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About Intel

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Intel strives to make every facet of semiconductor manufacturing state-of-the-art -- from semiconductor process development and manufacturing, through yield improvement to packaging, final test and optimization, and world class Supply Chain and facilities support. Employees in the Technology and Manufacturing Group are part of a worldwide network of design, development, manufacturing, and assembly/test facilities, all focused on utilizing the power of Moore's Law to bring smart, connected devices to every person on Earth

Industry

Manufacturing

Company size

10,000+ Employees

Headquarters location

Santa Clara, CA, US

Year founded

1968

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