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Human Resources Compensation Jobs (NOW HIRING)

Lindenwood University

HR Compensation Analyst

Saint Charles, MO · On-site

$62K - $84K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

HR Compensation Analyst Division: Human Resources Evaluation Group: Staff FLSA Status: Exempt Reports To: Assistant Vice President, Human Resources Positions Supervised: N/A Job Summary The ...

Lindenwood

HR Compensation Analyst

Campus, IL · On-site

$64K - $87K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

HR Compensation Analyst Division: Human Resources Evaluation Group: Staff FLSA Status: Exempt Reports To: Assistant Vice President, Human Resources Positions Supervised: N/A Job Summary The ...

Hire Authority LLC

Be Seen First

HR Compensation Analyst

Houston, TX · On-site

$60K - $75K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

Our client is searching for a HR Compensation Analyst for their headquarters located in Northwest Houston. This role is responsible for assessing the organization's pay structure for employees by ...

Hire Authority LLC

Be Seen First

HR Compensation Analyst

Houston, TX · On-site

$60K - $75K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

Our client is searching for a HR Compensation Analyst for their headquarters located in Northwest Houston. This role is responsible for assessing the organization's pay structure for employees by ...

Hyundai Motor Company

HR Compensation Specialist

GA · On-site

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

... compensation policies, processes, and guidelines, such as salary structures, bonus plans, and incentive programs. • Provide HR Reporting including attrition, staff demographics, budget report ...

Hyundai Motor Company

HR Compensation Specialist

Ellabell, GA · On-site

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

... compensation policies, processes, and guidelines, such as salary structures, bonus plans, and incentive programs. Provide HR Reporting including attrition, staff demographics, budget report ...

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All JobsHuman Resources Compensation Jobs

Human Resources Compensation information

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$34K

$80.3K

$125.5K

How much do human resources compensation jobs pay per year?

As of Aug 13, 2026, the average yearly pay for human resources compensation in the United States is $80,289.00, according to ZipRecruiter salary data. Most workers in this role earn between $66,000.00 and $89,500.00 per year, depending on experience, location, and employer.

What are some common challenges faced in a human resources compensation role and how can they be managed?

Professionals in Human Resources Compensation often encounter challenges such as balancing internal pay equity with external competitiveness, navigating complex regulatory requirements, and effectively communicating compensation structures to employees. Managing these challenges requires strong analytical skills, staying updated on market trends, and collaborating closely with HR partners and leadership to ensure transparency and fairness. Building relationships across departments and maintaining up-to-date knowledge of compensation laws and best practices can help address these issues effectively and support both organizational goals and employee satisfaction.

Which human resources compensation job pays the most?

The highest-paying human resources compensation roles are typically Compensation Directors or Vice Presidents, who oversee pay structures and benefits at an executive level. These positions often require extensive experience, strategic skills, and certifications such as SHRM-SCP or CCP, and they can earn six-figure salaries or more depending on the organization and location.

What is the difference between Human Resources Compensation vs Human Resources Benefits?

AspectHuman Resources CompensationHuman Resources Benefits
Primary FocusSalary, wages, incentives, bonusesHealth insurance, retirement plans, paid time off
Required CredentialsHR certifications, knowledge of compensation lawsHR certifications, understanding of benefits administration
Work EnvironmentCollaborates with finance, management, and payroll teamsWorks with insurance providers, vendors, and employees
Industry UsageCommon in HR departments across industries

Human Resources Compensation focuses on employee pay structures and incentives, while Human Resources Benefits manages employee perks like insurance and retirement plans. Both roles are essential in HR but serve different aspects of employee compensation and well-being.

What are the key skills and qualifications needed to thrive as a human resources compensation professional, and why are they important?

To thrive as a Human Resources Compensation professional, you need a strong understanding of compensation strategies, job analysis, and relevant labor laws, typically supported by a degree in human resources or business and often a CCP (Certified Compensation Professional) certification. Familiarity with HRIS systems, market pricing tools, and advanced Excel or data analytics platforms is essential. Analytical thinking, discretion, and effective communication are standout soft skills in this role. These competencies are vital for ensuring equitable, competitive, and legally compliant compensation programs that support organizational goals.

What is human resources compensation?

Human Resources Compensation refers to the management and administration of employee pay, benefits, bonuses, and other rewards within an organization. Professionals in this field design and implement compensation structures that are fair, competitive, and aligned with company goals. They analyze market data, ensure compliance with legal regulations, and work to attract and retain top talent by offering appropriate compensation packages. Their work supports employee satisfaction and overall organizational success.
More about Human Resources Compensation jobs
What cities are hiring for Human Resources Compensation jobs? Cities with the most Human Resources Compensation job openings:
What states have the most Human Resources Compensation jobs? States with the most job openings for Human Resources Compensation jobs include:
What job categories do people searching Human Resources Compensation jobs look for? The top searched job categories for Human Resources Compensation jobs are:
Human Resources Compensation jobs near you
Infographic showing various Human Resources Compensation job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 17% Part Time, and 4% Contract. Highlights an 90% Physical, 2% Hybrid, and 8% Remote job distribution, with an average salary of $80,289 per year, or $38.6 per hour.

HR Compensation Analyst

Lindenwood University

Saint Charles, MO • On-site

$62K - $84K/yr

Full-time

Medical, Dental, Vision, Life, Retirement

Re-posted 8 days ago

Job description

Welcome to Career Opportunities at Lindenwood University.
PLEASE READ: For all applications, please include your resume and cover letter. You may skip the "Quick Apply" page by simply clicking "Next" at the bottom of the page. When you arrive at the "Experience" page, you may upload all desired documents using the upload box labeled "Resume/CV." This is the appropriate box to upload all documents.
Benefits of Being a Lindenwood Employee:
  • Upon hire, employer-paid tuition benefits for bachelor's (employee, spouse, and dependent) and master's degree programs (employee and spouse only).
  • Tuition discounts for doctoral programs (employee only).
  • Comprehensive benefits plan: medical, dental, vision, life insurance, disability insurance, and retirement options.
  • Paid holidays: MLK Jr. day, Good Friday, Memorial Day, Juneteenth, Independence Day, Labor Day, Thanksgiving break (Wednesday - Friday), and winter break (Dec. 23 - Jan. 1).
  • Free lunch Fridays: LU employees are eligible for a free meal on Fridays at the Evans Commons Dining Hall or Spellman Dining Hall; Chick-fil-A and Qdoba included.
  • Professional development opportunities through the Lindenwood Learning Academy.

JOB TITLE SUMMARY
Job Title: HR Compensation Analyst
Division: Human Resources
Evaluation Group: Staff
FLSA Status: Exempt
Reports To: Assistant Vice President, Human Resources
Positions Supervised: N/A
Job Summary
The classification and compensation specialist oversees and administers employee compensation programs and position control.
Essential Job Functions and Performance Indicators
The intent of this job description is to provide a representation of the types of duties and level of responsibility that will be required of positions given this title. This job description shall not be construed as a declaration of the total of the specific duties and responsibilities of any particular position. Employees may be directed to perform job-related tasks other than those specifically presented in this description.
Job Responsibilities and Execution
  • Manages the development, implementation, and administration of the University's classification and compensation programs
  • Conducts market salary research and benchmarking positions against external data; Serves as the institution's primary administrator for compensation surveys, ensuring timely and accurate participation in local, regional, industry-specific, and higher education salary surveys
  • Establishes internally equitable compensation rates while keeping in line with the external market
  • Develops, reviews, and maintains job descriptions to ensure accurate documentation of essential functions, qualifications, reporting relationships, and compensation alignment
  • Reviews new and existing positions to ensure accurate FLSA exemption status and proper job classification for alignment with regulations and organizational structure
  • Approves new hire recommendations, salary offers, and data inputs within Workday to ensure compliance with University policies and wage and hours laws
  • Ensures compliance with applicable federal, state, and local compensation-related laws and regulations, including the Fair Labor Standards Act (FLSA), Equal Pay Act, and other relevant employment laws across the various states in which the University operates
  • Leverages Workday and Adaptive Insights to ensure position control, adherence to personnel budget, and accurately track personnel changes and funding
  • Collaborates with HR leadership and HRIS to develop Workday Adaptive Insights and Workforce Planning to accurately assess the current competition and forecast future demand for qualified professionals
  • Facilitates faculty and staff raise increase process, reviews raise recommendations and distributes accurate faculty agreements and staff raise letters
  • Works closely with HR leadership in managing all position allocations and reorganizations
  • Conducts periodic audits of compensation programs and practices to identify opportunities for improvement
  • Maintain accurate compensation records and documentation
  • Utilize HRIS and reporting tools to support compensation planning and decision-making

Service Excellence
  • Supports University leaders by conducting staffing-related research and data analysis aimed at aligning workforce needs with University initiatives
  • Supports the mission of the University and serves as an ambassador of the Q2 culture of service excellence
  • Models, supports, and holds others accountable to the University's values
  • Builds rapport with leaders across the university, communicating in a concise, customer-focused manner
  • Provides training and guidance on compensation practices, salary administration, and job classification processes

Communication, Teamwork, and Collaboration
  • Provides guidance and education to HR liaisons and department managers on pay decisions, salary offers, policy, and guideline interpretation and job evaluation
  • Collaborates with managers to determine staffing needs, designs and adjusts salary structures, and develops policies and procedures related to the compensation program
  • Prepares communication related to compensation
  • Lead or support special projects related to compensation, organizational effectiveness, and workforce strategy.
  • Participate in HR system implementations, upgrades, and process improvement efforts.

Job may require other duties as assigned.
Required Qualifications - An equivalent combination of education, training, and experience will be considered. Additional requirements may be designated by position.
  • Master's degree in business administration, human resources, or related field
  • Minimum of 3 years' prior relevant work experience
  • Experience conducting pay equity analyses and compensation program design
  • CCP from World at Work organization preferred
  • Minimum of 2 years' higher education experience preferred
  • Experience with Workday preferred

Knowledge, Skills, and Abilities - May be representative, but not all inclusive, of the knowledge, skills, and abilities necessary to perform this job competently.
  • Demonstrated ability to work effectively with individuals from diverse communities and cultures
  • Knowledge of compensation principles, practices, and methodologies.
  • Knowledge of job evaluation, classification systems, and understanding of labor market trends
  • Demonstrated Microsoft Office skills, including advanced Excel skills
  • Demonstrated effective attention to detail
  • Demonstrated effective analytical and problem-solving skills
  • Ability to analyze large data sets and present findings to various audiences
  • Ability to effectively preserve confidentiality and exercise discretion
  • Knowledge of government regulations as they apply to HR and compensation programs, including knowledge of federal and state wage and hour laws
  • Analytical skills to facilitate understanding and application of research and statistics in report writing and decision making
  • Ability to prioritize multiple goals with competing deadlines
  • Excellent written and verbal communication skills

Work Environment - Environmental or atmospheric conditions commonly associated with the performance of this job's functions. Please click here to view Lindenwood University's flexible work designation descriptions.
  • General office setting
  • Standard Flex (Routine flexible remote work scheduling with 3 days on-campus after initial training period)

Physical Abilities - The physical demands described below are representative of those that must be met by an employee to successfully perform this job's essential functions. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
  • Ability to work effectively at a computer for up to eight hours daily
  • Ability to sit for extended periods of time
  • Regular attendance is a necessary and essential function

Equal Opportunity Employer
Lindenwood University is an Equal Opportunity employer. The University complies with appropriate federal, state, and local laws and provides equal employment opportunities and access to educational programs without regard to race, color, religion, gender, age, sexual orientation, gender identity, national origin, veteran status, disability, or any other protected status to all qualified applicants and employees. Lindenwood University is committed to a policy of non-discrimination and dedicated to providing a positive discrimination-free educational work environment.

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