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Incentive Compensation Management Jobs in Indiana

Canon U.S.A., Inc.

Sales Manager

Carmel, IN · On-site

$95K/yr

... management solutions and related software. This role requires you to live within a reasonable ... Incentive compensation earnings vary by quota assigned, at 100% of plan, the anticipated incentive ...

Canon Careers

Sales Manager

Carmel, IN · On-site

$95K/yr

Incentive compensation earnings vary by quota assigned, at 100% of plan, the anticipated incentive ... by management, and to be available to customers in-person or remotely (as dictated by customer ...

Canon U.S.A., Inc.

Sales Manager

Carmel, IN · On-site

$95K/yr

... management solutions and related software. This role requires you to live within a reasonable ... Incentive compensation earnings vary by quota assigned, at 100% of plan, the anticipated incentive ...

Canon U.S.A., Inc.

Sales Manager

Carmel, IN · On-site

$95K/yr

... management solutions and related software. This role requires you to live within a reasonable ... Incentive compensation earnings vary by quota assigned, at 100% of plan, the anticipated incentive ...

The Curare Group, Inc

Pediatrics Physician

South Bend, IN

$166K - $216K/yr

... managing approximately 20-25 patients per day within a collegial, community-trusted practice environment. The position offers a guaranteed salary plus wRVU-based incentive compensation, along with ...

KeyBank

Private Client Advisor

Goshen, IN · On-site

$55K/yr

Establish a strong partnership with Retail Branch Managers, teams, and Centers of Influence, and ... COMPENSATION AND BENEFITS This position is eligible to earn commission and deferred incentive ...

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Showing results 21-40

All JobsIncentive Compensation Management JobsIncentive Compensation Management Jobs in Indiana

Incentive Compensation Management information

See Indiana salary details

$33.8K

$109.2K

$161.3K

How much do incentive compensation management jobs pay per year?

As of Aug 6, 2026, the average yearly pay for incentive compensation management in Indiana is $109,173.00, according to ZipRecruiter salary data. Most workers in this role earn between $91,400.00 and $126,100.00 per year, depending on experience, location, and employer.

What is incentive compensation management?

An Incentive Compensation Management (ICM) job involves designing, administering, and optimizing compensation plans that reward employees based on performance. Professionals in this role use data analysis, software tools, and industry benchmarks to ensure fair and motivating incentive structures. They work closely with sales, finance, and HR teams to align compensation with business objectives while ensuring compliance and accuracy.

What does someone in incentive compensation management do?

Daily responsibilities in Incentive Compensation Management usually include calculating incentive payouts, managing compensation data, and ensuring accuracy in incentive plan execution. Professionals in this role often collaborate closely with sales, HR, and finance teams to interpret plan details, address questions, and resolve discrepancies. They also monitor plan effectiveness and compliance, contribute to compensation analytics, and support plan design updates as needed. This combination of routine data management and cross-department communication helps the company maintain fair and motivating incentive programs.

What are the key skills and qualifications needed to thrive in incentive compensation management?

To thrive in Incentive Compensation Management, you need strong analytical abilities, attention to detail, and a background in finance, accounting, or business, often supported by a relevant bachelor's degree. Proficiency in incentive compensation software (such as SAP, Xactly, or Oracle), advanced Excel skills, and familiarity with HRIS or CRM platforms are typically required; some employers may also value certifications like Certified Compensation Professional (CCP). Exceptional communication, problem-solving, and collaboration skills help professionals excel in cross-functional environments. These skills ensure accurate incentive plan administration, effective stakeholder management, and alignment of compensation strategies with business goals.

What are the most commonly searched types of Incentive Compensation Management jobs in Indiana? The most popular types of Incentive Compensation Management jobs in Indiana are:
What job categories do people searching Incentive Compensation Management jobs in Indiana look for? The top searched job categories for Incentive Compensation Management jobs in Indiana are:
Incentive Compensation Management jobs near you
Infographic showing various Incentive Compensation Management job openings in Indiana as of August 2026, with employment types broken down into 84% Full Time, 13% Part Time, 1% Temporary, and 2% Contract. Highlights an 87% Physical, 3% Hybrid, and 10% Remote job distribution, with an average salary of $109,173 per year, or $52.5 per hour.

Senior Compensation Consultant

Allied Solutions LLC

Carmel, IN • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 21 days ago

Allied Solutions rating

7.9

Company rating: 7.9 out of 10

Based on 11 frontline employees who took The Breakroom Quiz

180th of 301 rated insurance

Job description

The Senior Compensation Consultant serves as a subject matter expert on the Compensation team with a focus on implementing and administering compensation programs and providing consultation on compensation-related matters to client groups and HR team members. This role participates in the design and implementation of comprehensive compensation strategies aligned with the organization's goals and industry standards.
Job Duties and Responsibilities:
Compensation Analysis (20%)
  • Oversee job evaluations for client groups to establish and maintain accurate job grades.
  • Prepare comprehensive reports and presentations for leadership, providing insights on compensation trends, program effectiveness, and recommendations.
  • Stay updated on industry best practices, trends, and innovative compensation strategies.
  • Conduct Fair Labor Standards Act (FLSA) evaluations to determine exemption status for new/revised jobs.
  • Ensure all compensation practices comply with federal, state, and local regulations.
  • Stay informed on relevant legislation and industry standards to mitigate risks and ensure compliance.
  • Participate in and provide support for larger compensation projects including structure maintenance and compensation program recommendations.
  • Analyze impacts of changes to compensation programs (fixed and variable).
  • Serve as the project lead for various compensation initiatives.

Market Pricing & Analysis (15%)
  • Conduct market pricing of new and existing jobs, provide recommendations, and analyze potential impact of recommendations.
  • Participate and provide company submissions for annual salary surveys.
  • Analyze new survey data sets, make recommendations for adjustments to salaries, job grades and structure movement.

Compensation HRIS/Auditing Responsibilities (15%)
  • Utilize Workday reporting for Compensation monitoring and auditing.
  • Audit minimum wage requirements for both Exempt and Non-Exempt employees.
  • Conduct audits of Compensation information in Workday to ensure data integrity.
  • Lead Workday testing for Compensation-related updates and integrations.
  • Implement compensation/market review recommendations in Workday.

Annual Compensation Processes (20%)
  • Serve as a subject matter expert in annual compensation processes such as incentive and merit cycles.
  • Lead HRIS system module setup and testing, troubleshooting, and reporting for annual compensation cycles.
  • Identify improvements and follow through with the implementation of enhancements to annual compensation cycles.

Compensation Consultation (30%)
  • Serve as a trusted advisor on compensation-related matters, educating client groups and HR teams on the organization's compensation programs.
  • Collaborate with HR Business Partners to evaluate new and existing jobs, providing recommendations on titles, levels, and pay grades.
  • Partner with the Talent Acquisition team to review escalated salary offers and provide recommendations.
  • Work with HR teams on cross-functional initiatives, providing expertise from a compensation perspective.

Qualifications (Education, Experience, Certifications & KSA):
  • Bachelor's degree or an equivalent combination of education and directly related work experience required.
  • 5+ years of Compensation work experience required.
  • Certified Compensation Professional (CCP) certification or Master's Degree in Human Resources or a related field preferred.
  • Advanced Excel skills, along with Strong MS Office skills including Word and PowerPoint. Must be comfortable with large complex spreadsheet design & analysis to understand and develop insights from data.
  • Must possess strong attention to detail and ability to develop and perform data and process audits.
  • Ability to organize detailed data and consolidate complex information in a manner that results in user-friendly concise communication.
  • Ability to maintain confidentiality in all work performed.
  • Ability to follow instructions and work independently in the completion of assigned tasks.
  • Familiarity with FLSA compliance guidelines and federal, state and municipality compliance guidelines.
  • Excellent critical thinking skills, communication skills, and presentation skills.
  • Ability to manage deadlines and coordinate projects amidst competing priorities.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, skills, efforts or working conditions associated with a job.
We offer our employees a robust compensation package! Our comprehensive benefits include: medical, dental and vision insurance coverage; 100% company-paid life and disability coverage, 401k options with company match, three weeks PTO by the end of the first year and much more. Allied proudly promotes from within as part of a strong commitment to providing career growth opportunities for employees of all levels. Our diverse business portfolio allows employees broad career options with the advantage of staying with the same organization.
All qualified candidates will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.
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