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Incentive Compensation Management Jobs in Spring, TX

Sempra Infrastructure

Compensation Lead

Houston, TX · On-site

Leads communication and change management initiatives to enhance employee understanding ... incentive payouts, and equity award planning. * Provides strategic consultation to HR Business ...

KBR

Executive Compensation Specialist

Houston, TX

... plan management, compliance, and participant experience * Support annual and off-cycle equity and incentive compensation programs, including grant documentation, payout calculations, ownership ...

Sempra

Compensation Lead

Houston, TX

Leads communication and change management initiatives to enhance employee understanding ... incentive payouts, and equity award planning. * Provides strategic consultation to HR Business ...

Pwc

Oracle CPQ - Senior Manager

Houston, TX · On-site

$124K - $280K/yr

... incentive compensation management (ICM) strategies What You Must Have - At least a Bachelor's degree - At least 6 years of experience What Sets You Apart - Preference for a Master's or Masters of ...

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All JobsIncentive Compensation Management JobsIncentive Compensation Management Jobs in Spring, TX

Incentive Compensation Management information

See Spring, TX salary details

$31.6K

$102.1K

$150.8K

How much do incentive compensation management jobs pay per year?

As of Jul 27, 2026, the average yearly pay for incentive compensation management in Spring, TX is $102,097.00, according to ZipRecruiter salary data. Most workers in this role earn between $85,400.00 and $117,900.00 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 popular job titles related to Incentive Compensation Management jobs in Spring, TX? For Incentive Compensation Management jobs in Spring, TX, the most frequently searched job titles are:
What job categories do people searching Incentive Compensation Management jobs in Spring, TX look for? The top searched job categories for Incentive Compensation Management jobs in Spring, TX are:
Incentive Compensation Management jobs near you
Infographic showing various Incentive Compensation Management job openings in Spring, TX as of July 2026, with employment types broken down into 1% As Needed, 75% Full Time, 20% Part Time, and 4% Contract. Highlights an 88% Physical, 2% Hybrid, and 10% Remote job distribution, with an average salary of $102,097 per year, or $49.1 per hour.
Compensation Manager

Compensation Manager

Diversified Gas & Oil Corporation

Houston, TX • On-site

Full-time

Posted 15 days ago

Job description

COMPANY PROFILE
Diversified Gas & Oil Corporation ("DGOC") is a wholly-owned subsidiary of Diversified Energy Company PLC, a US-based company listed on the New York Stock Exchange (NYSE) and London Stock Exchange (LSE) under the ticker symbol "DEC". Diversified Gas & Oil Corporation (DGOC) is an established owner and operator of producing conventional and unconventional natural gas & oil wells and midstream pipelines and compression stations in the United States. Headquartered in Birmingham, AL, our field operations are located throughout the Appalachian Basin in the states of Tennessee, Kentucky, Virginia, West Virginia, Ohio, and Pennsylvania. In 2021, Diversified announced our expansion into our Central Regional Focus Area, which includes producing areas within Louisiana, Texas, Oklahoma, and Arkansas
POSITION SUMMARY & RESPONSIBILITIES:
The Compensation Manager is responsible for designing, administering, and governing the organization's compensation programs to ensure they are competitive within the energy market, internally equitable, compliant with regulatory requirements, and aligned with business and operational strategy. This role partners closely with HR leadership, Finance, and business leaders to support sound, data-driven pay decisions across corporate, operational, and field-based roles.
This role requires prior compensation experience within the energy industry.
Key Responsibilities
  • Design, implement, and maintain compensation programs, including base pay structures, short- and long-term incentive plans, and other pay practices that support business performance and workforce retention in the energy sector.
  • Conduct market pricing and benchmarking using energy- and industry-specific compensation data to ensure external competitiveness and internal equity; develop and maintain salary structures, job architectures, and grading frameworks.
  • Advise HR partners and business leaders on compensation decisions related to hiring, promotions, transfers, geographic differentials, and pay adjustments for both exempt and non-exempt populations.
  • Ensure compliance with federal, state, and local compensation-related laws and regulations, including wage and hour requirements, pay equity standards, and regulations impacting field, operational, and shift-based employees.
  • Prepare, analyze, and maintain compensation analytics, dashboards, and reporting to support leadership decision-making, workforce planning, and regulatory or audit inquiries.
  • Partner with Finance and HR to support annual compensation planning, merit and incentive cycles, budgeting, forecasting, and cost modeling in a capital- and labor-intensive environment.
  • Support internal and external audits by providing compensation documentation, analyses, and reporting as required.
  • Serve as a project manager for compensation-related initiatives, including system implementations, job architecture redesigns, incentive plan enhancements, or process improvements.
  • Continuously evaluate and recommend enhancements to compensation programs, policies, and systems to improve effectiveness, scalability, and alignment with evolving business and regulatory needs.
  • Provide education, consultation, and guidance to HR partners and leaders on compensation philosophy, programs, and best practices, with an emphasis on operational and field workforce considerations.
  • Perform other duties as assigned.

POSITION REQUIREMENTS:
  • Bachelor's degree in Human Resources, Business Administration, Accounting, Finance, or a related field required; Master's degree and/or professional certifications (e.g., CCP) preferred.
  • 7-10 years of progressive experience in compensation or total rewards, with required experience in the energy industry.
  • Strong knowledge of compensation principles, job evaluation methodologies, market pricing, and incentive plan design, including experience supporting operational and field-based workforces.
  • Demonstrated experience interpreting and applying wage and hour, pay equity, and other compensation-related regulations.
  • Advanced analytical skills with the ability to translate complex data into clear, actionable insights for senior leaders.
  • Excellent communication, organizational, and stakeholder management skills with the ability to influence across multiple levels of the organization.
  • Proficiency with Microsoft Office Suite, particularly Excel; experience with HRIS and compensation management systems strongly preferred.

Physical Requirements and Working Conditions
  • Prolonged periods of working at a desk and on a computer.

Additional Requirements
  • Ability to lift up to 15 pounds as needed.
  • Occasional travel may be required to support business operations, vendor meetings, and employee engagement activities.
  • Ability to maintain confidentiality and exercise discretion when handling sensitive employee and business information.

Apply