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Human Resources Compensation Jobs (NOW HIRING)

Sparks Group

HR Compensation Coordinator

Reston, VA · On-site

We are seeking a detail-oriented HR Compensation Coordinator to join our client in Reston for a focused, three-month assignment. This role is critical in ensuring the integrity of our compensation ...

Midlandsb

HR Compensation Analyst

Rockford, IL

$60K - $90K/yr

Partner with HR and leadership to support compensation decisions and recommendations Equity & Deferred Compensation * Support administration of equity programs (RSAs, stock options, ESPP), including ...

Midlandsb

HR Compensation Analyst

Effingham, IL

$60K - $90K/yr

Partner with HR and leadership to support compensation decisions and recommendations Equity & Deferred Compensation * Support administration of equity programs (RSAs, stock options, ESPP), including ...

Landstar

HR & Compensation Analyst

Jacksonville, FL · Hybrid

The HR & Compensation Analyst acts as a critical member of the HR team focused on broad-based compensation support, including market pricing jobs, data integrity, process improvements, and reporting ...

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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 Jun 9, 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.

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.

Which HR job has the highest salary?

The HR role with the highest salary is typically HR Director or Vice President of Human Resources, especially in large organizations. These positions oversee strategic HR functions, require extensive experience, and often include bonuses and stock options, leading to higher compensation compared to other HR roles.

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 May 2026, with employment types broken down into 1% As Needed, 83% Full Time, 8% Part Time, 1% Temporary, and 7% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $80,289 per year, or $38.6 per hour.
HR Compensation Coordinator

HR Compensation Coordinator

Sparks Group

Reston, VA • On-site

Contractor

Medical, Life, Retirement

This job post has expired today. Applications are no longer accepted.

Job description

Job Summary/Company: We are seeking a detail-oriented HR Compensation Coordinator to join our client in Reston for a focused, three-month assignment. This role is critical in ensuring the integrity of our compensation structures and supporting the broader human resources team. You will play a key part in auditing salary data, managing transitions, and ensuring all compensation practices align with internal benchmarks and local regulations. Please apply today!
Responsibilities:
  • Provide analytical and administrative support for the design and implementation of corporate compensation programs.
  • Review and analyze salary market data to ensure competitive positioning; map positions to internal standardized titles or Service Contract Act (SCA) labor categories.
  • Draft, review, and revise job descriptions in alignment with established Compensation Program guidelines.
  • Support annual compensation cycles by preparing, auditing, and validating large-scale data files.
  • Lead the submission process for salary surveys to maintain up-to-date market intelligence.
  • Conduct regular audits of employee data (salary, titles, bonuses, FLSA status) and partner with HRIS teams to resolve discrepancies.
  • Prepare complex compensation reports and assist in the development of real-time dashboards for leadership.
  • Facilitate job evaluations and classification updates to ensure internal equity and organizational consistency.
  • Ensure organizational compliance with all federal and state labor laws, including minimum wage and FLSA regulations.
  • Monitor and track legislative updates impacting HR and compensation practices to ensure proactive policy adjustments.
  • Assist in the preparation of mandatory filings, such as EEO-1 reports, and other statutory requirements.
  • Support the update of HR policies and serve as a subject matter expert for inquiries regarding pay, compliance, and internal procedures.

Qualifications/Background Profile:

  • Education: Bachelor’s degree in Human Resources, Finance, Business Administration, or a related field.

  • Experience: Minimum of 2+ years of experience in Human Resources, specifically within compensation or data-heavy HR roles.

  • Technical Skills: Advanced Microsoft Excel proficiency is required (VLOOKUP, PivotTables, IF functions, and data modeling).

  • Analytical Ability: Strong attention to detail with the ability to analyze complex datasets and exercise sound judgment.

  • Communication: Excellent verbal and written communication skills with a focus on providing high-quality "customer service" to internal stakeholders.

  • Professionalism: Proven ability to maintain strict confidentiality and handle sensitive employee data with integrity.

  • Adaptability: Strong time-management skills and the ability to pivot quickly between tasks in a fast-paced, collaborative environment.

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This job is In-Person.

We offer several comprehensive benefits package including health and life insurance, paid and unpaid time off, and retirement and savings plans to qualifying employees.

Download the Sparks Group mobile app from Apple App Store or Google Play.

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Sparks Group is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, pregnancy, citizenship, family status, genetic information, disability, or protect veteran status.