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Incentive Compensation Management Jobs in Wisconsin

Pro Mach

Compensation Manager

Milwaukee, WI · On-site

As a Compensation Manager at ProMach, you are responsible for developing, analyzing, and ... incentive plan design, serving as a trusted advisor to HR business partners and organizational ...

Pro Mach

Compensation Manager

Waukesha, WI · On-site

As a Compensation Manager at ProMach, you are responsible for developing, analyzing, and ... incentive plan design, serving as a trusted advisor to HR business partners and organizational ...

Fleet Farm

Compensation Manager

Appleton, WI · On-site

Compensation Manager / Total Rewards Leader (Director Consideration Based on Experience) About Us ... incentive programs. * Partner with HR Business Partners, Finance, Payroll, and business leaders to ...

Generac

Compensation Manager

Waukesha, WI · On-site

Design, implement, and manage compensation programs, including base salary structures and short- and long-term incentive plans. * Align programs with the total rewards strategy and business ...

Komatsu

Compensation Partner

Milwaukee, WI · On-site

$90K - $115K/yr

Ability to manage multiple priorities in a fast-paced environment while maintaining a high level of ... Experience administering incentive compensation programs. * Experience supporting mergers ...

Plexus Corp.

Sr Manager - Compensation

Neenah, WI · On-site

$129K - $194K/yr

The Sr Manager - Compensation will serve as the architect of Plexus's global rewards infrastructure ... variable incentives, and equity allocation frameworks) that align with Plexus's financial ...

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All JobsIncentive Compensation Management JobsIncentive Compensation Management Jobs in Wisconsin

Incentive Compensation Management information

See Wisconsin salary details

$35.8K

$115.8K

$171.1K

How much do incentive compensation management jobs pay per year?

As of Aug 1, 2026, the average yearly pay for incentive compensation management in Wisconsin is $115,803.00, according to ZipRecruiter salary data. Most workers in this role earn between $96,900.00 and $133,700.00 per year, depending on experience, location, and employer.

What is an Incentive Compensation Management job?

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 jobs pay $500,000 a year in the US?

Incentive Compensation Management professionals typically do not earn $500,000 annually; such high salaries are more common in executive roles like CEOs, investment bankers, or specialized surgeons. High compensation in these fields often depends on experience, performance, and industry, with top executives and certain financial or medical specialists reaching or exceeding this level. Most roles in incentive compensation management focus on designing and overseeing compensation plans rather than earning this level of income directly.

What is an incentive compensation manager job description?

An incentive compensation manager oversees the design, administration, and analysis of employee incentive programs to motivate performance and align with company goals. They analyze sales and performance data, ensure compliance with policies, and collaborate with sales and HR teams. Proficiency in compensation management tools and strong analytical skills are essential for this role.

What are the typical daily responsibilities of someone working in Incentive Compensation Management?

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 the Incentive Compensation Management position, and why are they important?

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 jobs make $1,000,000 a year?

In the field of Incentive Compensation Management, high-level executive roles such as Chief Revenue Officer or Chief Sales Officer can earn $1,000,000 or more annually through base salary, bonuses, and incentives. These positions typically require extensive experience, strong leadership skills, and a track record of driving revenue growth in large organizations.

What is incentive compensation management?

Incentive Compensation Management (ICM) is a process used by organizations to design, administer, and track employee incentive plans, such as commissions and bonuses. It involves using specialized software tools to ensure accurate calculation, timely payout, and compliance with plan rules, often requiring strong analytical and data management skills. ICM professionals help align employee incentives with company goals and improve sales performance.
What are the most commonly searched types of Incentive Compensation Management jobs in Wisconsin? The most popular types of Incentive Compensation Management jobs in Wisconsin are:
What are popular job titles related to Incentive Compensation Management jobs in Wisconsin? For Incentive Compensation Management jobs in Wisconsin, the most frequently searched job titles are:
What job categories do people searching Incentive Compensation Management jobs in Wisconsin look for? The top searched job categories for Incentive Compensation Management jobs in Wisconsin are:
Incentive Compensation Management jobs near you
Infographic showing various Incentive Compensation Management job openings in Wisconsin as of July 2026, with employment types broken down into 1% As Needed, 75% Full Time, 21% Part Time, and 3% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $115,803 per year, or $55.7 per hour.

Compensation Manager - Onsite Green Bay, WI or Mount Clemens, MI

Fielmann USA

Green Bay, WI • On-site

Full-time

Re-posted 22 days ago

Job description

POSITION SUMMARY:

Manage overall compensation process and provide analysis to support compensation policies and decisions, including pay structures, incentive plan design and employment offers. Participate in development of policies and administrative guidelines. Perform market and industry evaluations. Participate in compensation surveys. Lead annual merit and performance evaluations processes.


DUTIES AND RESPONSIBILITIES:

COMPENSATION PROGRAM ADMINISTRATION

  • Develop, implement, and manage comprehensive compensation programs including base pay, incentives, and bonus plans
  • Lead salary benchmarking exercises and develop competitive salary ranges for various roles across the organization
  • Develop, document, communicate and administer compensation policies and procedures
  • Conduct job evaluations and maintain job description files
  • Lead the administration of annual merit and performance evaluations processes
  • Communicate compensation policies and programs clearly and address related inquiries


COMPENSATION ANALYSIS

  • Research, analyze, develop or modify compensation programs (both incentive and base pay) to support hiring and employee retention
  • Evaluate and analyze compensation data to identify trends, assess effectiveness and make data-driven recommendations for enhancements
  • Perform market and industry evaluations for field, corporate, and manufacturing roles
  • Provide company data for inclusion in and analyze results of compensation survey data
  • Stay current with compensation trends and relevant laws and regulations


BUSINESS PARTNERSHIPS

  • Collaborate with HR business partners and leadership to align compensation strategies with organizational goals and budgets
  • Engage with several HR partners such as talent acquisition and payroll as well as finance department on various compensation related matters
  • Develop compensation guidelines for internal moves
  • Evaluate new center markets for compensation structures
  • Communicate effectively with field teams to support hiring and retention
  • Partner in compensation process for teammates obtained through the Company’s acquisition process


MINIMUM KNOWLEDGE, EXPERIENCE & SKILLS REQUIREMENTS:

  • Bachelor’s degree in HR, Business, Finance or equivalent work experience
  • Combination of education and/or equivalent work experience in a related field
  • Minimum 5 years of professional compensation management experience
  • Certified Compensation Professional designation or coursework toward designation is desired
  • Proficiency with HRIS systems and compensation management software
  • Previous human resources experience is desired
  • Excellent communication and interpersonal skills to interact with all levels of the organization
  • Advanced analytical and communication skills with the ability to interpret complex data and metrics
  • Must be able to work independently and make sound business decisions
  • Able to maintain a high level of confidentiality
  • Proficiency with Microsoft Office Suite of programs; advanced Excel skills required



ESSENTIAL FUNCTIONS & WORK REQUIREMENTS:

  • Ability to effectively communicate at all levels within the organization through written and two-way verbal communication
  • Able to sit or stand for extended periods of time
  • Able to operate various office equipment (e.g., personal computer, telephone, fax machine, copier, etc.)
  • Able to read and write at a high school graduate level
  • Able to lift 10 to 20 pounds
  • Able to work normal and/or extended (evenings, nights, and weekends) office hours to meet established deadlines
  • Able to travel independently to support Company objectives and personal development



These statements are intended to describe the general nature and level of work performed by teammates assigned to this job classification. They are not intended to be an exhaustive list of all responsibilities, duties and skills required.