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Head Of Compensation Jobs in Raleigh, NC (NOW HIRING)

Cache Ventures

VP of Operations

Raleigh, NC · Remote

Scale the Machine. This is not a typical "Head of Ops" role. This is a scale inflection role ... Competitive Compensation Strong base salary + performance bonus. We pay for talent and expect high ...

Cache Ventures

VP of Operations

Raleigh, NC · On-site +1

Scale the Machine. This is not a typical "Head of Ops" role. This is a scale inflection role ... Competitive Compensation Strong base salary + performance bonus. We pay for talent and expect high ...

IONNA LLC

Sr Brand Manager

Raleigh, NC · On-site

$100K/yr

Head of Brand Direct Reports: Associate Brand Designers (2) This role requires a full-time onsite presence in Durham, NC Target Base Range: $115 - 135k plus incentives (Final compensation ...

IONNA LLC

Sr Brand Manager

Raleigh, NC · On-site

$115/hr

Head of Brand Direct Reports: Associate Brand Designers (2) This role requires a full-time onsite presence in Durham, NC Target Base Range: $115 - 135k plus incentives (Final compensation ...

IONNA LLC

Sr Brand Manager

Raleigh, NC

$115/hr

Head of Brand Direct Reports: Associate Brand Designers (2) This role requires a full-time onsite presence in Durham, NC Target Base Range: $115 - 135k plus incentives (Final compensation ...

Valid8 Financial, Inc.

Sr Brand Manager

Raleigh, NC · On-site

$115 - $135/hr

... compensation commensurate with experience and qualifications) Please note: We are only able to ... Reporting to the Head of Brand and leading a small team of designers, you'll create and own IONNA ...

Valid8 Financial, Inc.

Sr Brand Manager

Durham, NC · On-site

$115 - $135/hr

... compensation commensurate with experience and qualifications) Please note: We are only able to ... Reporting to the Head of Brand and leading a small team of designers, you'll create and own IONNA ...

Canals

Director of Revenue Operations

Raleigh, NC · Remote

You'll report to the Head of Operations and partner closely with GTM leadership to design the ... Support compensation planning aligned to company goals What You'll Bring * Typically, 5-10+ years ...

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Showing results 21-40

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Head Of Compensation information

See Raleigh, NC salary details

$123.3K

$141.5K

$157.4K

How much do head of compensation jobs pay per year?

As of Sep 3, 2026, the average yearly pay for head of compensation in Raleigh, NC is $141,451.00, according to ZipRecruiter salary data. Most workers in this role earn between $132,600.00 and $150,300.00 per year, depending on experience, location, and employer.

What does a head of compensation do?

A Head of Compensation is responsible for designing, implementing, and managing an organization's compensation programs and policies. This includes overseeing salary structures, incentive plans, bonuses, and benefits to ensure they are competitive and aligned with business objectives. They analyze market trends, ensure compliance with legal regulations, and work closely with senior leadership and HR teams to support talent attraction and retention. Their goal is to maintain internal equity and external competitiveness in employee compensation.

What are the key skills and qualifications needed to thrive as a head of compensation?

To thrive as a Head of Compensation, you need expertise in compensation strategy, analytics, and a strong understanding of market trends, typically supported by a degree in human resources, business, or related fields. Familiarity with HRIS systems, advanced Excel, compensation management software, and certifications like CCP (Certified Compensation Professional) are commonly required. Strong leadership, communication, and stakeholder management skills set outstanding professionals apart in this role. These skills ensure compensation programs are competitive, equitable, and aligned with organizational goals, supporting talent acquisition and retention.

What are some common challenges faced by a head of compensation when designing and implementing pay structures across a global organization?

A Head of Compensation often encounters challenges such as balancing internal pay equity with external market competitiveness, navigating diverse legal and regulatory requirements across different countries, and aligning compensation strategies with organizational goals. Managing communication and change management during the rollout of new pay structures is also vital to ensure employee buy-in and understanding. Additionally, collaborating with HR, finance, and executive leadership teams is crucial to ensure that compensation programs support talent acquisition, retention, and overall business objectives.

What are the most commonly searched types of Of Compensation jobs in Raleigh, NC?

The most popular types of Of Compensation jobs in Raleigh, NC are:

What job categories do people searching Head Of Compensation jobs in Raleigh, NC look for?

The top searched job categories for Head Of Compensation jobs in Raleigh, NC are:

Head Of Compensation jobs near you
Infographic showing various Head Of Compensation job openings in Raleigh, NC as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 17% Part Time, and 4% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $141,451 per year, or $68 per hour.

VP of Operations

Cache Ventures

Raleigh, NC • Remote

Full-time

Re-posted 24 days ago

Job description

Install the Engine. Scale the Machine.

This is not a typical "Head of Ops" role.

This is a scale inflection role.

Emailable has been built founder-led.

Now we're installing a revenue focused operator to turn aggressive growth into a predictable machine.

If you've scaled a chaotic $5M-$15M ARR SaaS and know what breaks between scrappy and scalable, keep reading.

If you want comfort, skip this.

What We're Building

Emailable powers high-volume senders who live and die by inbox placement.

Tech & SaaS, Ecommerce & Retail, Professional Services, Travel & Hospitality, and Media & Publishing.

When deliverability drops, they bleed revenue.

We're becoming the verification + deliverability infrastructure layer for that ecosystem.

This role is about making revenue predictable while we scale aggressively.

Requirements

What You Own

You own the revenue engine.

Not meetings.
Not culture slides.
Not "alignment."

Revenue.

Specifically:

  • Forecast accuracy (10%)
  • Pipeline discipline
  • Net Revenue Retention
  • Gross churn reduction
  • Enterprise expansion
  • Revenue visibility across the org

You will run:

  • Sales
  • Customer Success
  • RevOps
  • Support

If revenue misses, it's on you.
If we scale hard, you're the architect behind it.

What This Role Is Not
  • Not corporate COO
  • Not process theater
  • Not a founder babysitter
  • Not maintenance mode

We want a builder.

Someone who has:

  • Cleaned up messy CRMs
  • Killed fake optimism in forecasts
  • Reduced churn in usage-based SaaS
  • Installed discipline in scrappy teams
  • Worked directly with a driven founder

If you've only operated inside polished enterprise orgs, this likely isn't for you.

What Success Looks Like

By Day 90

  • Clean forecasting system
  • Clear segmentation
  • You running revenue meetings
  • Founder removed from operational noise

By 12 Months

  • Revenue predictable
  • Enterprise motion repeatable
  • NRR strong and stable
  • Internal execution tight

Long-Term

  • Scale toward eight figures
  • Revenue leadership under you installed
  • Infrastructure-level positioning in Media & Publishing
Who Thrives Here

You might be:

  • A VP Revenue at a growth-stage SaaS who's capped
  • A Head of RevOps already doing CRO-level work
  • A COO at a scrappy martech company
  • A former founder who learned revenue discipline the hard way

You are:

  • Calm under pressure
  • Direct
  • Comfortable challenging a CEO
  • Obsessed with numbers
  • Energized by growth

Benefits

Fully Remote Work

Work from anywhere. We're a globally distributed team that optimizes for deep work, autonomy, and output, not office hours.

Competitive Compensation

Strong base salary + performance bonus. We pay for talent and expect high ownership in return.

Flexible Time Off

We operate like adults, take time when you need it. No complicated policies, no counting days.

Family-Friendly Policies

We support parents with:

  • Paid parental leave
  • Flexible schedules
  • Real understanding of life outside work
Mental Health & Wellness Support

We encourage sustainable work (not burnout) and provide access to wellness stipends or services to keep you performing at your best.

Annual Home Office & Productivity Budget

Upgrade your setup - monitors, keyboards, software, whatever helps you work better.

Professional Development

Budget for:

  • Courses
  • Certifications
  • Conferences
  • Books

Anything that helps you grow into a future COO-level operator.

Cutting-Edge Tech Stack

Work with a modern toolset and help shape how our internal systems evolve.

High-Trust, No-Bureaucracy Culture

No politics. No red tape.
Just smart people working together to build something meaningful.

Final Filter

If you want stability and incremental growth, this isn't for you.

If you want to build the revenue machine behind a category-defining infrastructure company, you'll figure out how to get in touch with me.

Apply