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Human Resources Compensation Jobs (NOW HIRING)

EPIC Brokers

HR Compensation Specialist

Atlanta, GA · On-site

This is a brand-new role within EPIC's HR Department. The Compensation Analyst will play a vital role insupporting the development, administration, and analysis of the organization's compensation ...

Midlandsb

HR Compensation Analyst

Weldon Spring, MO · On-site

$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 ...

IBC Bank

HR Compensation Analyst

Laredo, TX

Department: 640 Corporate Human Resource Job Summary: The Compensation Analyst will research job requirements and evaluate job positions to ensure the company is competitive in the areas of salaries ...

Hyundai Motor Company

HR Compensation Specialist

GA · On-site

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

CEMEX

HR Compensation and Mobility Analyst

Houston, TX · On-site

$59K - $80K/yr

Bachelor's degree in Human Resources, Business or related field required * 1-3 years of Compensation experience preferred WHO WE ARE LOOKING FOR To succeed in this role, you should bring: * Bachelor ...

CEMEX

HR Compensation and Mobility Analyst

Houston, TX

$59K - $80K/yr

Bachelor's degree in Human Resources, Business or related field required * 1-3 years of Compensation experience preferred WHO WE ARE LOOKING FOR To succeed in this role, you should bring: * Bachelor ...

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Human Resources Compensation information

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$34K

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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

HR Compensation Specialist

EPIC Brokers

Atlanta, GA • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 5 days ago

Job description

Come join our team!
There are many reasons why EPIC Insurance Brokers & Consultants has become one of the fastest-growing firms in the insurance industry. Fueled and driven by capable, committed people who share common beliefs and values and "bring it" every day, EPIC is always looking for people who have "the right stuff" - people who know what they want and aren't afraid to make it happen.
Headquartered in San Francisco and founded in 2007, our company has over 3,000 employees nationwide. With locations spread out across the U.S., our local market knowledge and industry expertise helps support our clients' regional and global needs. We have grown very quickly since our founding, and we continue to see growth and success thanks to our hard-working and growth-minded employees.
Our core values are: Owner mindset, Inspire trust, Think big, and Drive results. If these values and growth align with what you're looking for in your next career? Then consider joining our amazing team!
JOB OVERVIEW:
This is a brand-new role within EPIC's HR Department. The Compensation Analyst will play a vital role insupporting the development, administration, and analysis of the organization's compensation programs. This role ensures market competitiveness, internal equity, and compliance with applicable laws and policies. The analyst partners closely with HR Business Partners, Talent Acquisition, and business leaders to provide data driven recommendations and maintain consistent compensation practices across the company.
LOCATION: Hybrid - This role will work 3 days a week out of one of the following locations: GA - Atlanta (Sandy Springs) or Duluth; IN - Carmel; NJ - Jersey City or Summit; NY - New York or Melville
WHAT WE'RE LOOKING FOR:
  • Required: Candidates with at least 3 years of relevant work experience in a Compensation-focused role
  • Tech-savvy individuals with strong proficiency in HR-related software programs (HRIS programs as well as compensation-specific software, such as Payfactors).
  • Strong data analysis and Microsoft Excel skills.
  • Candidates very comfortable with customizing solutions for different scenarios & operating in the grey (not always black & white), flexible with handling unique situations.
  • Humble, hungry & smart team players who love being part of a team but also excel at working independently and being a self-starter.

WHAT YOU'LL DO:
A detailed list of job duties includes (but is not limited to):
Compensation Program Administration
  • Conduct job evaluations and perform market pricing using benchmark data to support job architecture, leveling, and pay structure maintenance.
  • Participate in annual salary survey submissions and analyze results to recommend structure adjustments and pay strategies.
  • Administer annual merit, bonus, and salary planning cycles, including data validation, modeling, and communication support.

Data Analysis & Reporting
  • Prepare recurring and ad hoc compensation analysis, including pay equity, compression, turnover, and competitive salary assessments.
  • Build compensation dashboards or reporting within HRIS/BI tools (e.g., Workday, UKG, SAP, Oracle, Power BI, Tableau).
  • Develop models for compensation scenario planning and cost impact analysis.

Compliance & Governance
  • Ensure compensation practices comply with federal, state, and local regulations (e.g., FLSA, pay transparency laws).
  • Support internal audits, external audits, and compensation policy governance.
  • Maintain data accuracy and documentation supporting compensation decisions.

Partner Support
  • Provide guidance to HR Business Partners and Talent Acquisition on offer development, salary recommendations, and internal equity.
  • Assist in designing and administering company-wide incentive programs, short term bonus plans, and recognition programs.
  • Support Total Rewards initiatives and cross-functional HR projects as assigned.

WHAT YOU'LL BRING:
Required
  • Bachelor's degree in Human Resources, Business, Finance, Economics, or related field.
  • 3+ years of compensation experience or strong analytical HR background with compensation responsibilities.
  • Proficiency in Microsoft Excel (v-lookups, pivot tables, modeling) and comfort with HRIS systems.
  • Strong analytical, problem solving, and quantitative skills.
  • Ability to communicate complex information clearly to non-technical audiences.

Preferred
  • Experience in a mid-sized private company (2,000-7,000 employees) or similar complexity.
  • Familiarity with salary survey providers (e.g., Mercer, Radford, Willis Towers Watson, Culpepper).
  • Knowledge of job architecture frameworks and compensation philosophy design.
  • Experience with Payfactors comp platform strongly preferred
  • CCP (Certified Compensation Professional) coursework or certification in progress a plus.

COMPENSATION:
The base pay offered will be determined based on your experience, skills, training, certifications and education, while also considering internal equity and market data.
WHY EPIC:
EPIC has over 60 offices and 3,000 employees nationwide - and we're growing! It's a great time to join the team and be a part of this growth. We offer:
  • Generous Paid Time off
    • Managed PTO for salaried/exempt employees (personal time off without accruals or caps); 22 PTO days starting out for hourly/non-exempt employees; 12 company-observed paid holidays; 4 early-close days
  • Generous leave time options: Paid parental leave, pregnancy disability and bonding leave, and organ donor/bone marrow donor leave
  • Generous employee referral bonus program of $1,500 per hired referral
  • Employee recognition programs for demonstrating EPIC's values plus additional employee recognition awards and programs (and trips!)
  • Employee Resource Groups: Women's Coalition, EPIC Veterans Group
  • Professional growth & development: Mentorship Program, Tuition Reimbursement Program, Leadership Development
  • Unique benefits such as Pet Insurance, Identity Theft & Fraud Protection Coverage, Legal Planning, Family Planning, and Menopause & Midlife Support
  • Additional benefits include (but are not limited to): 401(k) matching, medical insurance, dental insurance, vision insurance, and wellness & employee assistance programs
  • 50/50 Work Culture: EPIC fosters a 50/50 culture between producers and the rest of the business, supporting collaboration, teamwork, and an inclusive work environment. It takes both production and service to be EPIC!
  • EPIC Gives Back - Some of our charitable efforts include Donation Connection, Employee Assistance Fund, and People First Foundation
  • We're in the top 10 of property/casualty agencies according to "Insurance Journal"

To learn more about EPIC, visit our Careers Page: https://www.epicbrokers.com/about/epic-careers/.
EPIC embraces diversity in all its various forms-whether it be diversity of thought, background, race, religion, gender, skills or experience. We are committed to fostering a work community where every colleague feels welcomed, valued, respected and heard. It is our belief that diversity drives innovation and that creating an environment where every employee feels included and empowered, helps us to deliver the best outcome to our clients.
California Applicants - View your privacy rights at: https://www.epicbrokers.com/wp-content/uploads/2025/01/epic-ca-employee-privacy-notice.pdf.
Massachusetts G.L.c. 149 section 19B (b) requires the following statement: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
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