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Executive Compensation Jobs in Remote, OR (NOW HIRING)

Sapiens

Strategic Account Director

OR · Remote

Build and maintain trusted executive-level relationships within customer organizations. * Lead ... and casualty, workers' compensation, and life insurance, including reinsurance, financial ...

Responsive

Solution Consultant

OR · On-site +1

$125K - $155K/yr

You'll partner with Account Executives and Account Managers to win new logos and drive expansions ... The compensation range for this role is $125,000 - $155,000 On-Target Earnings (base + variable ...

Project Sapiens

Strategic Account Director

OR · Remote

Build and maintain trusted executive-level relationships within customer organizations. * Lead ... and casualty, workers' compensation, and life insurance, including reinsurance, financial ...

Ottobock

Sr. Key Account Manager (SUITX)

OR · Remote

$65K - $80K/yr

Build strong relationships with workers, EHS, operations, engineering, and executive stakeholders ... Compensation Data Compensation: $65,000-$80,000 base salary, depending on experience, plus a ...

Ottobock

Sr. Key Account Manager (SUITX)

OR · Remote

$65K - $80K/yr

Build strong relationships with workers, EHS, operations, engineering, and executive stakeholders ... Compensation Data Compensation: $65,000-$80,000 base salary, depending on experience, plus a ...

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Showing results 21-40

All JobsCompensation JobsExecutive Compensation JobsExecutive Compensation Jobs in Remote, OR

Executive Compensation information

See Remote, OR salary details

$26.5K

$93.5K

$183.8K

How much do executive compensation jobs pay per year?

As of Sep 3, 2026, the average yearly pay for executive compensation in Remote, OR is $93,460.00, according to ZipRecruiter salary data. Most workers in this role earn between $57,900.00 and $120,400.00 per year, depending on experience, location, and employer.

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 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.

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 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 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.

What are the most commonly searched types of Compensation jobs in Remote, OR?

The most popular types of Compensation jobs in Remote, OR are:

What cities near Remote, OR are hiring for Executive Compensation jobs?

Cities near Remote, OR with the most Executive Compensation job openings:

Executive Compensation jobs near you
Infographic showing various Executive Compensation job openings in Remote, OR as of August 2026, with employment types broken down into 100% Full Time. Highlights an 50% In-person, and 50% Remote job distribution, with an average salary of $93,460 per year, or $44.9 per hour.

Account Executive (North America - Remote Only)

Hospitable

OR • Remote

$267K/yr

Part-time

Medical, Retirement

Re-posted 6 days ago

Job description

tldr; We build software for Airbnbs to rent themselves, with a state-of-the-art product and user experience.
We are bold, like risks, and take on big challenges together. We believe in the value of team diversity and seek candidates from a wide range of backgrounds in their work, life, culture, and experiences. We have crafted an Applicant Handbook, which we highly recommend you check out, where you can find out more about the company, culture, how we recruit, what we do, and how we do it: https://hsptb.com/hndbk
Our customers love the product, provide valuable feedback, and trust us to rapidly help with their problems. Feel free to check out one of our public Town Halls for yourself: https://hsptb.com/twnhll
Hospitable.com is a remote-only and fully distributed company. We hire based on timezones, not countries.
What you will be working on?
  • Helping our inbound leads, both warm and cold, understand if our solution is the best fit for their business via Google Meet, email, live chat, and over the phone
  • Perform active outreach to cold prospects you have sourced yourself
  • Provide product demos, webinars and onboarding sessions via Google Meet
  • Become a client-facing product expert for a software that is constantly innovating and evolving
  • Manage a pipeline from first touch to close using HubSpot
  • Creating and testing new email templates and sequences in HubSpot to engage leads and deliver value, on your own and in collaboration with the team
  • Smashing through quarterly sales targets in a high-volume environment
  • Knowing that Allison's favorite fruit is Papaya
  • Understanding short-term rental hosts' needs and reporting that feedback to the team
  • Want to try something new? Let's talk about it and make it happen
  • Provide feedback on our process to enable us to grow further

What does the schedule look like?
For this position, we are mostly aiming for the North American time zones (PT/ET). This role will be reporting Monday through Friday.
Requirements
  • Caring about the impact your work has on your team and the company.
  • 2-4 years of hands-on experience in B2B and B2C SaaS sales.
  • Attention to detail and eagerness for constant improvement.
  • Very special kudos if you are an Airbnb host or have been working with a short-term rental business.

If you're hesitant to apply for this position because you don't meet this list of qualifications, don't worry! We want to hear from you when:
  • You have experience in a solution-based sales environment
  • You have the focus to thrive in high-volume sales
  • You have experience doing full cycle cold outbound sales
  • You're not afraid to suggest and try something new
  • You value constructive criticism and actively seek opportunities for self-improvement
  • A script? You work better without one
  • Are you ok telling a potential deal that we aren't the best fit?
  • You're ready to try and turn that cold lead into a warm one
  • You can succeed in a flat organizational structure, where the initiative relies a lot on you
  • Native or Bilingual Proficiency in English, both written and spoken
  • Experience with the following is a plus +: Hubspot, Intercom, Airbnb, STR, Vacation Rentals, Startups
  • Everything else is a lovely bonus that we're excited to hear about!

Benefits
The company itself is also a product, one that we iterate on. We're always improving and creating an environment where we all love to work.
  • A supportive, radically transparent, and caring team environment, where you are trusted, not managed-and a culture that is focused on results and output.
  • The total budget for this role is within USD $76,958.00 - $95,700.00 depending on the cost of living in your location. We can hire talent internationally as contractors-or employees if you are based in the United States, the European Union, or Australia, taking into account payroll taxes to determine your gross compensation. For US employees, the compensation could be between USD $70,970.47 - USD $88,254.29.
  • On top of the base compensation, there is a quarterly commission structure of 100% of the new business MRR brought in for any given quarter provided that you meet the quarterly target of closed deals-with the possibility of earning USD $40,000-$60,000+ of commission per year.
  • We also offer options into the company equity through our $HOST token (RSU's), with a grant value of up to $8,700.00, to share in the long-term upside value of the company.
  • Separately, this role is eligible for up to an additional USD$267,216.00 per year in Performance Share Units (PSUs). These PSUs do not vest over time and are granted only upon the achievement of clearly defined business performance targets. The size and payout of this award are directly tied to measurable outcomes and are intended to strongly align compensation with company impact.
  • 35 days off per year, encouraged (including self-serve public holidays) and parental leave.
  • For US employees: healthcare (including EPO, PPO and HSA), 401(k).
  • Complimentary mental health and emotional support with therapists on call through Slack by Spill.
  • Earn virtual coins through our peer recognition platform and redeem them through gift cards, donations, or monetary rewards.

Apply