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Executive Compensation Manager Jobs in Michigan (NOW HIRING)

Workbox Staffing

Account Executive

Holland, MI

Account Executive Compensation: Base salary plus commission. Full benefit package. Location ... Monitor market trends and adjust strategies accordingly. 3. Client Relationship Management: Develop ...

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All JobsCompensation JobsExecutive Compensation Manager JobsExecutive Compensation Manager Jobs in Michigan

Executive Compensation Manager information

See Michigan salary details

$22.2K

$52.2K

$69.7K

How much do executive compensation manager jobs pay per year?

As of Aug 6, 2026, the average yearly pay for executive compensation manager in Michigan is $52,230.00, according to ZipRecruiter salary data. Most workers in this role earn between $45,800.00 and $57,500.00 per year, depending on experience, location, and employer.

What does an executive compensation manager do?

An Executive Compensation Manager is responsible for designing, implementing, and managing compensation programs for a company's top executives. This includes developing salary structures, incentive plans, bonuses, stock options, and other benefits to attract and retain key leadership talent. They also ensure that compensation packages are competitive within the industry and comply with legal regulations. In addition, they often work closely with senior management and the board of directors to align compensation strategies with the company's overall goals.

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

To thrive as an Executive Compensation Manager, you need in-depth knowledge of compensation structures, executive pay regulations, and data analysis, usually supported by a bachelor's degree in human resources, finance, or a related field. Familiarity with HR information systems (HRIS), market benchmarking tools, and certifications like Certified Compensation Professional (CCP) are highly valued. Strong analytical thinking, attention to detail, and excellent communication skills set outstanding professionals apart in this role. These skills are essential to ensure competitive and compliant executive pay practices that attract and retain top leadership talent while aligning with organizational goals.

What are some common challenges executive compensation managers face when designing competitive compensation packages?

Executive Compensation Managers often navigate complex regulatory requirements, stakeholder expectations, and market trends when designing competitive packages. Balancing the need to attract and retain top talent while ensuring alignment with company goals and shareholder interests can be challenging. Additionally, they work closely with legal, finance, and HR teams to ensure compliance and transparency, and must stay updated on evolving compensation practices in their industry.

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

AspectExecutive Compensation ManagerCompensation Analyst
CredentialsBachelor's degree, often advanced certifications (e.g., CCP)Bachelor's degree, sometimes certifications like CCP or SHRM-CP
Work EnvironmentStrategic, executive-level focus, often in HR or compensation departmentsData analysis, market research, supporting compensation strategies
Employer & Industry UsageLarge corporations, finance, consulting firmsVaried industries, including corporate, healthcare, and non-profits
Search & Comparison IntentUnderstanding executive pay structures, designing compensation packagesAnalyzing salary data, supporting compensation programs

The Executive Compensation Manager primarily focuses on designing and managing executive pay packages, requiring strategic thinking and specialized certifications. In contrast, Compensation Analysts handle data analysis and market research to support overall compensation strategies. Both roles are essential in HR departments but differ in scope and seniority.

Executive Compensation Manager jobs near you
Infographic showing various Executive Compensation Manager job openings in Michigan as of August 2026, with employment types broken down into 88% Full Time, 11% Part Time, and 1% Contract. Highlights an 84% Physical, 3% Hybrid, and 13% Remote job distribution, with an average salary of $52,230 per year, or $25.1 per hour.

Director, Global Compensation

Whirlpool

Benton Harbor, MI • On-site

Full-time

PTO

Posted 10 days ago

Whirlpool rating

7.4

Company rating: 7.4 out of 10

Based on 164 frontline employees who took The Breakroom Quiz

94th of 156 rated electronics manufacturers

Job description

Requisition ID: 72372
About Whirlpool Corporation
Whirlpool Corporation (NYSE: WHR) is a leading home appliance company, in constant pursuit of improving life at home. As theonly major U.S.-based manufacturer of kitchen and laundry appliances, the company is driving meaningful innovation to meet the evolving needs of consumers through its iconic brand portfolio, including Whirlpool, KitchenAid, JennAir, Maytag, Amana, Brastemp, Consul, and InSinkErator. In 2024, the company reported approximately $17 billion in annual sales - close to 90% of which were in the Americas - 44,000 employees, and 40 manufacturing and technology research centers. Additional information about the company can be found at WhirlpoolCorp.com.
This Role in Summary:
Whirlpool Corporation is seeking a Director of Global Compensation (Executive and Broad-Based) to join our Total Rewards Center of Expertise (COE) within the Human Resources organization. In this global leadership role, you will steer the strategic design, implementation, and governance of broad-based and executive compensation programs to attract, retain, and motivate top talent in alignment with Whirlpool's business objectives. Serving as the primary advisor to HR and business leaders, you will ensure organizational alignment across all levels, oversee high-impact global policy projects (severance, retention, titling), and lead cross-functional global teams to deliver compliant, consistent, and clearly communicated compensation practices enterprise wide.
Your Responsibilities Will Include:
Global Compensation Strategy & Operations
  • Lead the strategy, structural design, and scaling of broad base and executive compensation programs, including base salary, short-term incentives, long-term incentives, and custom retention or transformation equity vehicles.
  • Formulate materials, financial models, and strategic recommendations for the Human Resources Committee (HRC). Ensure all materials are board-ready and aligned with broader business objectives.
  • Partner with Legal and Finance to author and review required executive compensation disclosures, including Forms 4, 10-K, and the Compensation Discussion and Analysis (CD&A) narrative and accompanying executive tables in the annual proxy statement.
  • Advise HR and business leaders on adjustments to executive compensation, and communicate total rewards packages to incoming executives.
  • Maintain the global job architecture, including titling conventions, role leveling, and executive role evaluations across job families.
  • Provide leadership and oversee the annual compensation planning process, including the global merit cycle, market pricing, short-term incentive payouts, and the distribution of compensation statements.
  • Lead global compensation strategy for mergers and acquisitions, including due diligence, integration, and divestitures-aligning acquired total rewards structures with overall enterprise frameworks to ensure internal equity and financial control.

Market Intelligence & Compliance
  • Research external market and compensation practices to conduct benchmarking studies and track organizational market competitiveness.
  • Manage relationships with compensation survey providers, external consulting firms, and third-party vendors to execute data analyses.
  • Develop global compensation metrics, dashboards, and KPIs to monitor program and policy effectiveness.
  • Monitor and implement changes to comply with global pay regulations and pay transparency legislation to ensure practices are equitable.

HR & Business Partnership
  • Serve as a subject matter expert, providing guidance and strategies to senior leadership.
  • Collaborate across global and regional functions (including Finance, Legal, HRIS, HR Operations, Talent Acquisition, Global Mobility, Stock Plan Administration, and Regional Compensation) to seamlessly integrate compensation programs into overarching talent initiatives.
  • Deliver communications and training to global leaders and HR business partners regarding compensation policies, guidelines, and program implementation.

Minimum Requirements:
  • Bachelor's degree in HR, Finance, or a related field.
  • 12+ years of progressive experience in corporate compensation, total rewards, or compensation consulting, with a dedicated focus on compensation design and strategy.
  • 5+ years of hands-on experience designing and managing executive compensation, equity vehicles, and public company incentive structures.
  • Experience preparing materials for, or presenting to, the Compensation Committee of the Board of Directors.
  • Deep familiarity with public company corporate governance, SEC regulations, and hands-on experience co-authoring the CD&A narrative and managing proxy disclosure tables.
  • Proven experience designing and managing complex, multi-regional compensation architectures across a global footprint, with strong working knowledge of international pay equity and transparency regulations.
  • Experience managing relationships with external compensation consultants, legal counsel, and third-party vendors.
  • Exceptional business acumen and communication skills, with a demonstrated ability to influence, challenge, and advise executive and C-suite leadership.

Preferred Skills and Experiences:
  • Master's degree and/or professional certifications (e.g., Certified Compensation Professional [CCP], Certified Executive Compensation Professional [CECP]).
  • Experience leading the design and implementation of global compensation programs and processes, with proven success driving results across all levels of an organization.
  • Advanced proficiency in HRIS compensation modules (specifically SAP SuccessFactors) alongside experience utilizing modern, AI-driven market data platforms and advanced data visualization tools.

Additional Information:
Whirlpool's Ways of Working:
  • Always On Flexibility: You will have the autonomy to manage personal, family, and outside-of-work commitments as needed.
  • Two-Week Work from Anywhere: Minimum of one-week increments for a total of two weeks per year.
  • Sabbatical: Four weeks paid leave after every five years of service.

#LI-KH1
Connect with us and learn more about Whirlpool Corporation. See what it's like to work at Whirlpool by visiting Whirlpool Careers. Additional information about the company can be found on Facebook, Twitter, LinkedIn, Instagram and YouTube. Whirlpool Corporation is committed to equal employment opportunity and prohibits any discrimination on the basis of race or ethnicity, religion, sex, pregnancy, gender expression or identity, sexual orientation, age, physical or mental disability, veteran status, or any other category protected by applicable law.

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