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Remote Compensation Manager Jobs (NOW HIRING)

Abnormal AI, Inc.

Senior Compensation Manager

As we scale toward IPO and beyond, we need a Senior Compensation Manager to join our Total Rewards team as a key operational partner. Working in close collaboration with our existing Senior ...

ZipRecruiter

Sales Compensation Manager

Santa Monica, CA · Remote

$142K - $165K/yr

This role will manage sales compensation planning across our entire sales organization, and will ... A fun environment where work-life balance is valued #LI-Remote The US base salary range for this ...

ZipRecruiter

Sales Compensation Manager

Santa Monica, CA · Remote

$142K - $165K/yr

This role will manage sales compensation planning across our entire sales organization, and will ... A fun environment where work-life balance is valued #LI-Remote The US base salary range for this ...

ZipRecruiter

Sales Compensation Manager

Santa Monica, CA · Remote

$142K - $165K/yr

This role will manage sales compensation planning across our entire sales organization, and will ... A fun environment where work-life balance is valued #LI-Remote The US base salary range for this ...

ZipRecruiter

Sales Compensation Manager

Santa Monica, CA · Remote

$142K - $165K/yr

This role will manage sales compensation planning across our entire sales organization, and will ... A fun environment where work-life balance is valued #LI-Remote The US base salary range for this ...

Zillow

Sr. Sales Compensation Manager

$103K - $165K/yr

About the team As a Senior Sales Compensation Manager within Zillow Rentals, you'll join a ... This role has been categorized as a Remote position. "Remote" employees do not have a permanent ...

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Remote Compensation Manager information

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$35.5K

$114.7K

$169.5K

How much do remote compensation manager jobs pay per year?

As of Jul 24, 2026, the average yearly pay for remote compensation manager in the United States is $114,730.00, according to ZipRecruiter salary data. Most workers in this role earn between $96,000.00 and $132,500.00 per year, depending on experience, location, and employer.

How does a Remote Compensation Manager typically collaborate with HR and business leaders to develop effective pay structures?

As a Remote Compensation Manager, you'll regularly partner with HR teams and business leaders through virtual meetings and collaborative platforms. Your role involves analyzing market data, gathering input from stakeholders, and aligning compensation plans with organizational goals. You may lead compensation review cycles, present recommendations, and ensure pay practices are both competitive and compliant. Effective communication and the ability to synthesize feedback from various departments are essential for success in this role.

What is a Remote Compensation Manager?

A Remote Compensation Manager is a human resources professional who develops, implements, and manages an organization’s compensation programs, such as salaries, bonuses, and benefits, while working remotely. They analyze market salary data, ensure pay equity, and make recommendations to attract and retain top talent. Their role often involves collaborating with HR teams, management, and finance departments to align compensation strategies with company goals, all from a remote work environment.

What are the key skills and qualifications needed to thrive as a Remote Compensation Manager, and why are they important?

To thrive as a Remote Compensation Manager, you need expertise in compensation analysis, salary benchmarking, and a solid understanding of HR laws and practices, usually backed by a degree in human resources or business. Familiarity with HRIS systems, compensation analysis software (like PayScale or MarketPay), and relevant certifications such as CCP (Certified Compensation Professional) are commonly required. Strong analytical thinking, communication, and stakeholder management skills are essential for effectively influencing pay strategies and collaborating across departments. These skills and qualifications ensure that organizations maintain competitive, equitable, and compliant compensation structures, which are critical for attracting and retaining talent.
More about Remote Compensation Manager jobs
What cities are hiring for Remote Compensation Manager jobs? Cities with the most Remote Compensation Manager job openings:
What states have the most Remote Compensation Manager jobs? States with the most job openings for Remote Compensation Manager jobs include:
What job categories do people searching Remote Compensation Manager jobs look for? The top searched job categories for Remote Compensation Manager jobs are:
Remote Compensation Manager jobs near you
Infographic showing various Remote Compensation Manager job openings in the United States as of July 2026, with employment types broken down into 88% Full Time, 4% Part Time, and 8% Contract. Highlights an 100% Remote job distribution, with an average salary of $114,730 per year, or $55.2 per hour.

Senior Compensation Manager

Abnormal AI, Inc.

Remote

Full-time

Posted 26 days ago

Job description

About the Role
Abnormal AI is on a mission to protect organizations from the most sophisticated cyber threats using AI-native detection. As we scale toward IPO and beyond, we need a Senior Compensation Manager to join our Total Rewards team as a key operational partner. Working in close collaboration with our existing Senior Compensation Partner, you will support business leaders across GTM while contributing to the evolution and day-to-day administration of our broader compensation programs
This is an individual contributor role that operates at the intersection of data, operations, and people. You will own competitive market analysis, salary structures, and compensation review cycles while helping us scale our GTM comp programs thoughtfully. You bring a strong analytical foundation and the communication skills to translate complex comp decisions into clear, trusted guidance for business leaders and people partners alike.
We are an AI-first company, and this role is no exception. We expect you to actively leverage AI tools to work faster and smarter, and to think at a systems level about how compensation as a function can be made more efficient and more defensible. The ideal candidate brings intellectual curiosity, a willingness to experiment, and a first-principles mindset: someone who is always asking how compensation should work at its best, and building toward that vision.
What You Will Do
Compensation Program Management
  • Design, implement, and administer base pay, short-term incentives, equity grants, and long-term incentive programs
  • Conduct market analysis and salary surveys (Radford, Mercer) to ensure pay competitiveness against benchmarks
  • Develop and maintain salary structures, job leveling frameworks, and pay guidelines that scale with the business
  • Manage compensation review processes including merit increases, promotions, bonus payouts, and equity grants
  • Own equity budgeting and tracking for equity programs and contribute to Compensation Committee materials
  • Ensure compliance with all applicable compensation laws and regulations, with particular attention to the evolving pay transparency landscape

Data Analysis & Reporting
  • Analyze compensation data to surface trends, anomalies, and equity gaps before they become problems
  • Build and maintain compensation dashboards and reports for senior leadership
  • Deliver data-driven recommendations that ground comp decisions in market reality and internal equity

Consultation & Collaboration
  • Partner with People Business Partners, Finance, Talent Acquisition and business leaders across GTM as the primary compensation subject matter expert
  • Develop and deliver compensation training and communications for managers and employees
  • Collaborate closely with Finance on equity program operations, cadence-setting, and analytical work; partner with Legal on compliance; and coordinate with Sales Compensation / Sales Operations on cross-functional comp initiatives
  • Participate in compensation surveys and industry benchmarking initiatives

Project Management
  • Lead compensation-related projects including system implementations, program redesigns, and pay equity analyses
  • Build project plans, timelines, and stakeholder communication plans with strong follow-through on delivery
  • Apply AI tools (e.g., Claude and Pave AI features) to accelerate analysis, training material development, and communications

Must Have Skills
  • 5-7+ years of progressive compensation experience in a global tech company
  • Hands-on experience with Radford and/or Mercer salary surveys
  • Deep knowledge of compensation principles, program design, and applicable regulations
  • Experience leading pay transparency initiatives and pay equity analyses (including statistical methods and tools such as Syndio)
  • Demonstrated experience applying AI tools to compensation work - such as building prompts to systematize market pricing, reporting, or analysis
  • Have a point of view on where AI can make compensation programs smarter and more efficient.
  • Experience with SOX compliance and comp program evolution across pre- to post-IPO stages
  • Proven ability to analyze complex data and translate it into clear, actionable recommendations for non-technical audiences
  • Strong communication, presentation, and stakeholder management skills
  • Proficiency in HRIS systems, with Workday experience required
  • Advanced proficiency in Google Sheets / Excel for compensation modeling
Nice to Have Skills
  • Experience with Pave (strong preference given our current tech stack)
  • Experience with Proxy Disclosures and Compensation Committee reporting
  • Exposure to supporting sales compensation or partnering closely with Sales Operations
  • Experience building or scaling a compensation function in a high-growth environment
  • Bachelor's degree in Business, Finance, HR, or related field
  • Based on the West Coast

#LI-LG1
Actual compensation will be determined based on several non-discriminatory factors including skills, experience, qualifications, and geographic location.
In addition to base salary, this role may be eligible for bonus or incentive compensation, equity, and a comprehensive benefits package.
Base salary range:
$137,700-$198,000 USD
AI and our hiring process
Abnormal AI uses AI-assisted tools to help our recruiting team prepare for candidate interviews. These tools analyze resume content and role requirements to suggest interview questions and identify areas for the interviewer to explore. They do not make hiring decisions or screen candidates automatically. Every decision about a candidacy is made by a person.
Abnormal AI is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status or other characteristics protected by law. For our EEO policy statement please click here. If you would like more information on your EEO rights under the law, please click here.

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