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Human Resources Compensation Jobs (NOW HIRING)

Jupiter Med

NY · On-site

$65 - $90/hr

## Compensation Analyst - Human Resources - OnsiteApplylocations: Jupiter Innovation Centertime type: Full timeposted on: Posted 30+ Days Agojob requisition id: JR109139Ranked #1 for Safety, Quality and ...

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Kaizen Lab Inc.

Human Resources Generalist

New Iberia, LA · On-site

$50 - $70/hr

... compensation administration, employee relations, policy administration, and performance management. The HR Generalist serves as a primary point of contact for HR-related inquiries and manages ...

New

DOOSAN

HR Analyst - Compensation (Level DOE)

Bismarck, ND · On-site

$65K - $89K/yr

Job Information The Human Resources Analyst - Compensation serves as a trusted analytical partner for Bobcat's compensation and total rewards programs. This role is responsible for supporting salary ...

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Human Resources Compensation information

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$80.3K

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How much do human resources compensation jobs pay per year?

As of Sep 2, 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 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.

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 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 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.

Do human resources compensation jobs make good money?

Human Resources Compensation roles typically offer competitive salaries that vary based on experience, education, and location. These positions often include benefits and may require skills in data analysis, benefits administration, and knowledge of compensation laws. Overall, HR compensation jobs can provide a solid income within the HR field.

How does compensation work in human resources compensation?

In human resources compensation, it involves designing and managing salary structures, benefits, and incentives to attract and retain employees. Compensation is typically based on factors such as job role, experience, industry standards, and company budget, often using tools like salary surveys and pay grades to ensure fairness and competitiveness.

Which human resources compensation job pays the most?

In human resources compensation, senior roles such as Compensation Directors or Vice Presidents typically have the highest salaries, often exceeding six figures annually. These positions require extensive experience, strategic skills, and often involve overseeing large compensation programs and teams.
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, 77% Full Time, 18% Part Time, and 4% Contract. Highlights an 89% Physical, 2% Hybrid, and 9% Remote job distribution, with an average salary of $80,289 per year, or $38.6 per hour.

HR Compensation & Analytics Associate / Vice President

Nomura International

Manhattan, NY • On-site

$130K - $150K/yr

Full-time

Medical, Retirement, PTO

Re-posted 16 days ago

Job description

Corporate Title:             Associate / Vice President

Department:                  Reward, Human Resources

Location:                      New York

The pay range for this position at commencement of employment is expected to be between $130K and $150K/year* (see below footnote for additional compensation and benefits information).  

Company overview

Nomura is a global financial services group with an integrated network spanning over 30 countries and regions. By connecting markets East & West, Nomura services the needs of individuals, institutions, corporates and governments through its three business divisions: Retail, Wholesale (Global Markets and Investment Banking), and Investment Management. Founded in 1925, the firm is built on a tradition of disciplined entrepreneurship, serving clients with creative solutions and considered thought leadership. For further information about Nomura, visit www.nomura.com.

Aon's Benefit Index, Nomura's benefits rank #1 amongst our competitors

Department overview

The Reward Advisory team, forms part of the broader Group Reward function within Human Resources supporting Nomura's businesses with global compensation and people-based analytics. The role will support the Americas reward agenda, delivering compensation based advisory services and analytics to the HR Business Partners and regional leadership.

Objectives critical to success:

  • Knowledge of financial services compensation practices, including variable and fixed pay structures.
  • Partner with HR Business Partners and Division leaders to implement and govern Nomura's global compensation program.
  • Ability to build and maintain complex bonus modelling based on business KPIs and performance metrics.
  • Support the Year End Cycle, focussing on bonus allocations and salary modelling, working closely with HR Business Partners and COOs.
  • Responsible for pool tree management, compensation statement production, and global bonus pool management.
  • Conduct competitive benchmarking, matching, and survey analysis to evaluate the competitiveness of the Nomura's fixed pay ranges and total compensation levels for new hires and annual review cycles.
  • Support the business with HR and Compensation based analytics that drive business decisions.
  • Liaise with Finance, HR, Business Managers & Strategy colleagues to support business-based analytics on people data, providing guidance and support as required.
  • Provide accurate and timely HR data and analysis to support the budgeting and hiring planning processes, in addition to regular HR metrics monitoring headcount movement throughout the year.
  • Work with HR stakeholders in designing and implementing analytics that identify and address business issues.

 

Skills, experience, and knowledge required:

  • 4+ years in compensation within a financial services environment and/or complex multinational organisation.
  • Experience of delivering a front to back year-end compensation processes.
  • Knowledge and experience of working with Market Data providers, ideally McLagan / Wills Towers Watson.
  • Ability to build strong relationships as a trusted compensation advisor to senior management.
  • Strong numerical and analytical abilities, including deep technical expertise in Microsoft Excel.
  • Preparation of presentations / communications materials for senior executive audiences.
  • Comfortable with working under pressure analysing large volumes of data from multiple sources.

Nomura Leadership Behaviors 

Explore Insights & Vision 

  • Identify the underlying causes of problems faced by you or your team and define a clear vision and direction for the future. 

Making Strategic Decisions 

  • Evaluate all the options for resolving the problems and effectively prioritize actions or recommendations. 

Inspire Entrepreneurship in People 

  • Inspire team members through effective communication of ideas and motivate them to actively enhance productivity. 

Elevate Organizational Capability 

  • Engage proactively in professional development and enhance team productivity through the promotion of knowledge sharing.  

Inclusion  

  • Foster a culture of inclusion and psychological safety in the workplace and cultivate a "Risk Culture" (Challenge, Escalate and Respect). 

 

 

 

*base pay offered may vary depending on multiple individualized factors, including market location, corporate and functional title and duties, job-related knowledge and advanced degrees, skills, and experience. The total compensation package for this position may also include other elements, including a sign-on bonus, restricted stock units, and discretionary awards in addition to a full range of medical, financial, and/or other benefits (including 401(k) eligibility and various paid time off benefits, such as vacation, sick time, and parental leave), dependent on the position offered. Details of participation in these benefit plans will be provided if an employee receives an offer of employment.

If hired, employee will be in an "at-will position" and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors".

Nomura is an Equal Opportunity Employer

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