ZipRecruiter

Log In

2

Remote Incentive Compensation Management Jobs in Addison, IL

The LaSalle Group

Remote Compensation Analyst

Chicago, IL · On-site +1

$40 - $50/hr

Strong communication and stakeholder management skills, with the ability to explain compensation concepts clearly. * Ability to work independently in a fast-paced, evolving environment with ambiguity ...

next page

Showing results 1-20

All JobsIncentive Compensation Management JobsRemote Incentive Compensation Management JobsRemote Incentive Compensation Management Jobs in Addison, IL

Remote Incentive Compensation Management information

See Addison, IL salary details

$35.6K

$114.9K

$169.8K

How much do remote incentive compensation management jobs pay per year?

As of Aug 19, 2026, the average yearly pay for remote incentive compensation management in Addison, IL is $114,945.00, according to ZipRecruiter salary data. Most workers in this role earn between $96,200.00 and $132,700.00 per year, depending on experience, location, and employer.

What is remote incentive compensation management?

Remote incentive compensation management refers to overseeing and administering employee bonus, commission, or performance-based pay plans from a location outside of a traditional office setting, typically using cloud-based tools. Professionals in this role ensure that incentive programs are designed, implemented, and tracked effectively for remote or geographically dispersed teams. Their responsibilities often include analyzing performance data, calculating payouts, ensuring compliance with company policies, and communicating compensation structures clearly to employees. This role is critical for motivating and retaining talent in remote and hybrid work environments.

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

To thrive in Remote Incentive Compensation Management, you need strong analytical skills, attention to detail, and a background in finance, accounting, or business administration. Familiarity with incentive compensation software (such as Xactly or SAP Commissions), advanced Excel skills, and knowledge of CRM and ERP systems are typically required. Excellent communication, problem-solving abilities, and the capacity to work independently are standout soft skills in this remote role. These skills ensure the accurate calculation and administration of incentive plans, compliance with company policies, and effective collaboration with distributed teams.

What are common challenges faced in remote incentive compensation management, and how can they be addressed?

Professionals in remote incentive compensation management often face challenges related to effective communication across distributed teams, maintaining data accuracy, and ensuring timely payouts. Since the role involves coordinating with sales, HR, and finance departments, clear processes and regular virtual meetings are crucial for alignment. Utilizing robust compensation management software and establishing strong documentation practices help reduce errors and streamline workflows. Developing proactive communication habits and seeking regular feedback from stakeholders also contribute to overcoming remote work barriers and building trust with team members.

What is the difference between Remote Incentive Compensation Management vs Remote Compensation Analyst?

AspectRemote Incentive Compensation ManagementRemote Compensation Analyst
Primary FocusDesigning, implementing, and managing incentive compensation plansAnalyzing and administering overall compensation data and policies
Skills & CertificationsKnowledge of incentive plan structures, compensation software, and analyticsData analysis, HR policies, and compensation regulations
Work EnvironmentCollaborates with sales, HR, and finance teams remotelyWorks with HR and finance teams to analyze compensation data remotely
Industry UsageCommon in sales, tech, and finance sectorsUsed across various industries for compensation analysis

While both roles involve compensation, Remote Incentive Compensation Management focuses on designing and managing incentive plans, whereas Remote Compensation Analysts analyze overall compensation data to inform decisions. Understanding these differences helps organizations assign the right responsibilities to each role.

What job categories do people searching Remote Incentive Compensation Management jobs in Addison, IL look for?

The top searched job categories for Remote Incentive Compensation Management jobs in Addison, IL are:

What cities near Addison, IL are hiring for Remote Incentive Compensation Management jobs?

Cities near Addison, IL with the most Remote Incentive Compensation Management job openings:

Remote Incentive Compensation Management jobs near you
Infographic showing various Remote Incentive Compensation Management job openings in Addison, IL as of August 2026, with employment types broken down into 1% As Needed, 83% Full Time, 14% Part Time, and 2% Contract. Highlights an 84% Physical, 3% Hybrid, and 13% Remote job distribution, with an average salary of $114,945 per year, or $55.3 per hour.

Analyst Senior Compensation - Remote

Walgreens

Deerfield, IL • On-site, Remote

$71K - $114K/yr

Full-time

Posted 6 days ago

Walgreens rating

5.5

Company rating: 5.5 out of 10

Based on 2,204 frontline employees who took The Breakroom Quiz

98th of 112 rated pharmacies

Job description


Job Summary:
Responsible for providing broad-based compensation activities to include more complex job evaluation, market pricing, salary surveys, benchmark job identification, compensation database and system maintenance and administration, analytical and reporting support and/or job description development in support of the Compensation department's service delivery model. Conducts compensation activities on a broad departmental, divisional or company-wide basis and/or complex project basis.
Job Responsibilities:
  • Responsible for working with highly sensitive and confidential information and maintaining the confidentiality of the information used during the normal course of business.
  • Participates in approved salary surveys through the collection and reporting of data to third-party survey providers. Reviews salary survey results and provides recommendations on additions/deletions of benchmark jobs in use.
  • Provides analytical support in complex aspects in the development of merit budgets, salary structure modifications, and incentive plan data gathering and reporting.
  • Provides expertise in accessing, changing, maintaining, and assuring the quality of compensation and HR databases.
  • Prepares complex economic and cost impact models of compensation initiatives for individually assigned activities or as part of larger Compensation department initiatives.
  • Provides counseling to management in the review of complex pay changes on an individual level (e.g., promotions, transfers, etc.), or on a division- or system-wide basis, (e.g., merit review cycles, etc.).
  • Keeps current in all aspects of compensation through formal and informal training, participation in local and national professional organizations, continuous learning and reading, and general professional curiosity.
  • May coach, mentor, guide, and provide oversight to less senior Compensation Analysts.
  • Manages complex ad-hoc Compensation projects and analyses.
  • Participates in the development of incentive compensation plan designs (e.g., executive compensation, short- and long-term plans, sales incentive compensation, short- and long-term plans, sales incentive plans, etc.) and assures model validation and alignment with goals, forecasts costs and develops the communication plans, tools to measure attainment against plan, and calculation of potential award amounts.
  • Counsels HRBPs, TA team members, and others within the HR division on many aspects of the Walgreen's reward philosophy, market pricing, internal equity, job evaluation, broadband structures, and other aspects of compensation to ensure that Walgreens is able to effectively recruit and retain top-tier talent.
  • Develops, analyzes, and makes recommendations for compensation programs in support of specific business units within the Company to ensure they are competitive within the market, position, and industry. May meet with senior level executives to present programs, answer questions, and gain approval of compensation programs.
  • Assists in the enhancement of the compensation aspect in HR information systems to ensure delivery on strategies and initiatives.

About Walgreens
Founded in 1901, Walgreens (www.walgreens.com) has a storied heritage of caring for communities for generations and proudly serves nearly 9 million customers and patients each day across its approximately 8,500 stores throughout the U.S. and Puerto Rico, and leading omni channel platforms. Walgreens has approximately 220,000 team members, including nearly 90,000 healthcare service providers, and is committed to being the first choice for retail pharmacy and health services, building trusted relationships that create healthier futures for customers, patients, team members and communities.
External Basic Qualifications
  • Bachelor's degree and at least 1 year of compensation experience; OR high school/GED and at least 4 years of compensation experience.
  • Experience with confidentiality requirements associated with the practice of Human Resources, Compensation and/or Finance.
  • Experience working with and applying compensation techniques, job evaluation, salary survey practices and methodologies, salary program development, job documentation, the elements of total rewards, and target setting concepts.
  • Intermediate level skill in Microsoft Word (for example: inserting headers, page breaks, page numbers and tables and/or adjusting table columns).
  • Advanced level skill in Microsoft Excel (for example: using AVERAGE function, merging and centering cells, printing centered page and/or creating a pivot table).
  • Intermediate level skill in Microsoft PowerPoint (for example: applying a theme, formatting character spacing, inserting a picture, changing slide layout and theme colors, adding transitions, customizing slide numbers, changing chart style and/or formatting font).
  • Willing to travel up to 10% of the time for business purposes (within state and out of state).

Preferred Qualifications
  • 3-4yrs of compensation experience.
  • Experience in retail is a plus.
  • Experience with SAP or other HR platforms.
  • Experience in Human Resources outside of Compensation such as working as a generalist, business partner, or in benefits, recruiting, talent development, HRIS, or other HR function.
  • Experience with incentive compensation plan designs, development, deployment, and measurement.
  • Experience with maintaining, administering or using compensation systems and knowledge of HRIS analytics as they pertain to compensation functions.
  • Knowledge of basic accounting and financial principals and the requirements of collaborating with Finance on relevant compensation activities.
  • Experience working with EEOC, OFCCP and other compliance requirements
  • Experience applying the principles of the Fair Labor Standards Act and its applicability to the job evaluation process.
We will consider employment of qualified applicants with arrest and conviction records.
An employee in this position can expect an hourly rate between $79,300 to $152,400. The actual salary will depend on experience, seniority, geographic location, and other factors permitted by law. This job posting will remain open for 5 days from the job posting date. To review benefits, please click here job.walgreens.com/benefits. If you are applying on a job board or unable to click to the link, please copy and paste this URL into your browser jobs.walgreens.com/benefits.

What Walgreens employees say

Pay

Benefits

Hours and flexibility

Workplace

Get the full story on Breakroom

Apply