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Executive Compensation Jobs in Spring, TX (NOW HIRING)

FHLB Des Moines

Compensation Manager

Houston, TX · On-site

$120 - $180/hr

Bachelor's degree; degree in Business, Human Resources, or related field preferred8+ year's experience in employee and executive compensation field, preferably in the oiland gas industrySkills and ...

Devon Energy

Compensation Manager

Houston, TX · On-site

Bachelor's degree; degree in Business, Human Resources, or related field preferred 8+ year's experience in employee and executive compensation field, preferably in the oil and gas industry Skills and ...

Devon Energy

Compensation Manager

Houston, TX · On-site

... executive compensation field, preferably in the oil and gas industry Skills and Qualifications: • WorldatWork Certified Compensation Professional or SHRM Certified Professional preferred • ...

KBR

HR Specialist, Compensation

Houston, TX · On-site

Conduct market pricing analyses for executive and non-executive positions and provide compensation recommendations for hires, promotions, transfers, and other employee actions in accordance with ...

KBR, Inc.

HR Specialist, Compensation

Houston, TX · On-site

Conduct market pricing analyses for executive and non-executive positions and provide compensation recommendations for hires, promotions, transfers, and other employee actions in accordance with ...

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All JobsCompensation JobsExecutive Compensation JobsExecutive Compensation Jobs in Spring, TX

Executive Compensation information

See Spring, TX salary details

$23.6K

$83.3K

$163.7K

How much do executive compensation jobs pay per year?

As of Sep 6, 2026, the average yearly pay for executive compensation in Spring, TX is $83,251.00, according to ZipRecruiter salary data. Most workers in this role earn between $51,600.00 and $107,200.00 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 Spring, TX?

The most popular types of Compensation jobs in Spring, TX are:

What job categories do people searching Executive Compensation jobs in Spring, TX look for?

The top searched job categories for Executive Compensation jobs in Spring, TX are:

What cities near Spring, TX are hiring for Executive Compensation jobs?

Cities near Spring, TX with the most Executive Compensation job openings:

Executive Compensation jobs near you
Infographic showing various Executive Compensation job openings in Spring, TX as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 17% Part Time, and 4% Contract. Highlights an 82% Physical, 2% Hybrid, and 16% Remote job distribution, with an average salary of $83,251 per year, or $40 per hour.

24-043.B1 - Sr. Compensation Analyst

Harvest Midstream Company

Houston, TX • On-site

$79K - $103K/yr

Full-time

Life, Retirement

Posted 9 days ago

Job description

Job Objective:
The Compensation Specialist plays a key role in supporting the design, administration, and continuous improvement of Harvest Midstream's total rewards programs to align with business objectives and help attract, motivate, and retain top talent. This role provides hands-on compensation analysis and support across base pay, short- and long-term incentive programs, annual salary planning, executive compensation, and relocation. The Compensation Specialist also supports the administration of employee benefit programs and assists employees with benefits-related questions, issues, and resolution of concerns. This role partners with HR, business leaders, benefits providers, and other external partners to help maintain total rewards programs that are competitive, equitable, fiscally responsible, and compliant while supporting clear and effective communication across the organization.
Essential Job Responsibilities:
  • Day-to-day administration of compensation programs, ensuring accurate, timely, and consistent delivery; coordinate the work of third-party vendors, consultants, and brokers as needed.
  • Support executive compensation programs by conducting market benchmarking using relevant surveys, proxy data, and other sources; develop data-driven analyses and recommendations consistent with the company's compensation philosophy.
  • Develop and deliver effective compensation and benefits communications to employees and prospective candidates, clearly articulating the value and structure of total rewards offerings.
  • Monitor industry trends and best practices in compensation and benefits to assess current programs, propose enhancements, and implement competitive and forward-looking reward strategies.
  • Support administration of the Long Term Incentive Program (LTIP) as part of total rewards, manage the grant structure, and coordinate the annual grant cycle-including compliance oversight and employee communications-in collaboration with the Director of Management Reporting.
  • Provide analysis and recommendations for the design and direction of both short- and long-term incentive programs that align with organizational goals and drive performance, retention, and engagement.
  • Recommend and implement compensation strategies that support business objectives, attract top talent, and retain high-performing employees while ensuring internal equity and market competitiveness.
  • Partner with finance, accounting, and tax teams to ensure accurate compensation-related reporting, forecasting, and budgeting processes.
  • Ensure ongoing compliance with state and federal compensation and benefits laws and regulations; maintain up-to-date plan documentation and ensure timely distribution of required notices and communications.
  • Coordinate internal and external audits related to compensation programs and ensure accurate and timely preparation of regulatory reports.
  • Administer the annual salary planning process, including the development of merit budgets, salary structure updates, and executive review recommendations.
  • Administer the end-to-end bonus administration process-from plan management to payout calculation and distribution-ensuring accuracy, transparency, and alignment with performance outcomes.
  • Conduct job evaluations, market pricing, and salary structure design and maintenance to support consistent and equitable compensation practices.
  • Serve as a compensation consultant to HR and business leaders by providing guidance on a wide range of compensation matters, including survey selection, training, alternative reward strategies, and market insights.
  • Support compensation-related integration efforts during mergers and acquisitions, ensuring the seamless alignment and transition of rewards programs for acquired employees.
  • Leverage compensation systems and tools to enhance program efficiency, data integrity, and scalability across the organization.
  • Provide guidance and work direction to compensation team members, when applicable, while contributing to a collaborative, service-oriented HR culture.
  • Research and resolve benefits issues by coordinating with employees, Payroll, benefit providers, brokers, and other third-party administrators, escalating complex matters when appropriate.
  • Support new-hire enrollment, annual open enrollment, qualifying life event changes, and employee benefit transitions associated with leaves of absence, retirement, and separation from employment.
  • Assist with the development and distribution of benefits communications, educational materials, required notices, and enrollment resources to help employees understand and effectively use their benefits.
  • Review benefits enrollment and payroll deduction data for accuracy, investigate discrepancies, and coordinate necessary corrections with Payroll, HRIS, and benefit providers.
  • Support benefits-related audits, reconciliations, invoice reviews, compliance activities, and regulatory reporting by gathering documentation, validating information, and maintaining accurate records.
  • Coordinate with benefits brokers, carriers, and third-party administrators to support effective plan administration, timely issue resolution, and a positive employee experience.
  • Support benefits integration activities associated with mergers and acquisitions, including employee data review, benefit comparisons, enrollment coordination, employee communications, and transition assistance for acquired employees.

Other Job Responsibilities:
  • Demonstrate commitment to company core values - Integrity, Ownership, Urgency, Alignment, and Innovation - in all daily responsibilities and interactions.
  • Actively support and contribute to the company's mission and vision through reliable, high-quality work

Qualifications:
  • Minimum 5-7 years of progressive HR experience, including hands-on responsibility for compensation program administration, market pricing, job evaluation, and salary planning.
  • Demonstrated experience supporting the design, implementation, and administration of base pay and incentive compensation programs; experience with long-term incentive compensation preferred.
  • Intermediate proficiency in Microsoft PowerPoint, including the ability to develop clear and professional presentations, and advanced proficiency in Microsoft Excel, including complex formulas, pivot tables, data analysis, and reporting.
  • Experience using compensation surveys and market data to develop pay recommendations and maintain salary structures.
  • Experience supporting a diverse workforce, including hourly, professional, and leadership employee populations.
  • Proven ability to partner effectively with HR, Finance, business leaders, and other stakeholders on compensation matters.
  • Working knowledge of applicable compensation laws, regulations, and sound compensation practices.
  • Strong written and verbal communication skills, with the ability to explain compensation concepts clearly to different audiences.
  • High attention to detail, sound judgment, and the ability to manage multiple deadlines and sensitive information.
  • Proficiency with compensation systems, market-pricing tools, HRIS platforms, and Microsoft Excel or similar analytical tools.
  • Works efficiently to produce quality materials with meticulous attention to detail.
  • Makes sound decisions quickly and is able to articulate reasoning to various employee levels.
  • Ability to travel to field locations (estimated 25%) and support teams in varied working environments.

Education Requirements, Certifications, Licenses, and Registrations:
  • Bachelor's degree in Human Resources, Finance, Accounting or related field required.
  • CCP or equivalent professional certification preferred.

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