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Executive Compensation Jobs in Oregon (NOW HIRING)

PacifiCorp

Director, Total Rewards

Portland, OR · On-site

$132K - $181K/yr

Oversee the executive compensation programs, including long term incentive plan, deferred compensation plan and compiling/coordinating executive compensation disclosures (e.g. 10-K). * Ensure ...

PacifiCorp

Director, Total Rewards

Portland, OR · On-site

$132K - $181K/yr

Oversee the executive compensation programs, including long term incentive plan, deferred compensation plan and compiling/coordinating executive compensation disclosures (e.g. 10-K). * Ensure ...

PacifiCorp

Director, Total Rewards

Portland, OR · On-site

Oversee the executive compensation programs, including long term incentive plan, deferred compensation plan and compiling/coordinating executive compensation disclosures (e.g. 10-K). * Ensure ...

Agilent

OR · On-site

Executive Communication and Influence * Develop compelling presentations, business cases, and recommendations for senior leaders and executive audiences. * Present compensation analyses, market ...

New

Tines

Senior Sales Compensation Analyst

OR · Remote

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 ...

GLG

OR · On-site

... strong executive presence and a proven ability to adapt to satisfy the changing needs of the ... Compensation Responsibilities include but are not limited to: In partnership with business leaders ...

6sense

OR · On-site

$82K - $107K/yr

Lead compensation strategy and execution across base pay, incentives, equity, and global ... Executive partnership: Builds credibility with senior leaders through clear guidance, practical ...

The Springs Living

Director of People

Beaverton, OR

Partner with external consultants as needed on executive compensation and specialized compensation initiatives. * Monitor compensation programs for effectiveness, compliance, and cost management ...

The Springs Living

Director of People

Beaverton, OR · On-site

Partner with external consultants as needed on executive compensation and specialized compensation initiatives. * Monitor compensation programs for effectiveness, compliance, and cost management ...

Springs Living, LLC

Director of People

Beaverton, OR · On-site

$85 - $115/hr

Partner with external consultants as needed on executive compensation and specialized compensation initiatives * Monitor compensation programs for effectiveness, compliance, and cost management ...

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 ... SUMMARY As an executive assistant, you will provide high-level administrative support by conducting ...

Cascade Management

Executive Assistant

Tigard, OR · On-site

$20 - $23/hr

About Us Compensation: $20.00-23.00 Schedule: Monday-Thursday (8am-5pm) Hours: 40 Full-Time ... The Executive Assistant should overall ensure the efficient and smooth day-to-day operation of our ...

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All JobsCompensation JobsExecutive Compensation JobsExecutive Compensation Jobs in Oregon

Executive Compensation information

See Oregon salary details

$28K

$98.9K

$194.5K

How much do executive compensation jobs pay per year?

As of Aug 7, 2026, the average yearly pay for executive compensation in Oregon is $98,911.00, according to ZipRecruiter salary data. Most workers in this role earn between $61,300.00 and $127,400.00 per year, depending on experience, location, and employer.

What is the difference between Executive Compensation vs Compensation Analyst?

AspectExecutive CompensationCompensation Analyst
Required CredentialsBachelor's degree, often MBA or related certifications, experience in executive payBachelor's degree, certifications like CCP or CECP often preferred
Work EnvironmentCorporate headquarters, executive teams, HR departmentsHR or compensation departments, consulting firms, corporate offices
Employer & Industry UsageLarge corporations, publicly traded companiesCorporations, consulting firms, HR departments
Comparison Search IntentUnderstanding executive pay structures, incentives, and benefitsAnalyzing salary data, compensation trends, and benchmarking

Executive Compensation focuses on designing and managing pay packages for top executives, including bonuses, stock options, and incentives. Compensation Analysts analyze salary data, develop compensation strategies, and ensure pay equity across roles. While both roles involve compensation, Executive Compensation is strategic and senior-level, whereas Compensation Analysts support data-driven decision-making at various organizational levels.

What is executive compensation?

Executive compensation refers to the total package of pay and benefits provided to senior leaders and top executives of an organization. This can include base salary, bonuses, stock options, long-term incentive plans, and various perks such as retirement contributions or health benefits. The goal of executive compensation is to attract, motivate, and retain talented leaders while aligning their interests with those of the company and its shareholders. The structure and amount of executive compensation are often determined by a company's board of directors and may be influenced by industry standards, company performance, and regulatory guidelines.

What are the disadvantages of executive compensation?

Executive compensation can lead to increased costs for companies and may create perceptions of unfairness or inequality among employees. It can also incentivize short-term decision-making at the expense of long-term company health, potentially impacting overall organizational performance.

How does an executive compensation professional typically collaborate with other departments within an organization?

Executive Compensation professionals regularly work cross-functionally, partnering closely with human resources, finance, legal, and the board of directors. They gather market data, ensure regulatory compliance, and align executive pay structures with company strategy. Collaboration often involves discussing performance metrics with finance, reviewing compliance with legal, and presenting proposals to the board or compensation committees. This collaborative approach ensures that executive compensation programs are both competitive and aligned with organizational goals.

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

To thrive as an Executive Compensation professional, you need expertise in compensation strategy, financial analysis, and knowledge of regulatory requirements, often supported by a degree in finance, human resources, or business administration. Familiarity with compensation management systems, advanced Excel skills, and certifications such as Certified Executive Compensation Professional (CECP) are highly beneficial. Strong analytical thinking, attention to detail, and effective communication set standout candidates apart in this field. These skills are crucial to ensure competitive, compliant, and motivating executive pay structures that align with organizational goals and stakeholder interests.
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 Executive Compensation jobs in Oregon? For Executive Compensation jobs in Oregon, the most frequently searched job titles are:
What job categories do people searching Executive Compensation jobs in Oregon look for? The top searched job categories for Executive Compensation jobs in Oregon are:
What cities in Oregon are hiring for Executive Compensation jobs? Cities in Oregon with the most Executive Compensation job openings:
Executive Compensation jobs near you
Infographic showing various Executive Compensation job openings in Oregon as of August 2026, with employment types broken down into 94% Full Time, and 6% Part Time. Highlights an 82% In-person, 6% Hybrid, and 12% Remote job distribution, with an average salary of $98,911 per year, or $47.6 per hour.

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

Nike

Beaverton, OR • On-site

Full-time

Retirement

Re-posted 8 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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