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Remote Incentive Compensation Management Jobs (NOW HIRING)

Calendly

Senior Compensation Manager

$171K - $201K/yr

Strong project management and organizational skills * Advanced knowledge in Google Sheets/Microsoft ... Calendly uses the zip code of an employee's remote work location, or the onsite building location ...

Sparks Group

Compensation Consultant

Herndon, VA · Remote

Manage the cap table, process new equity grants, cancellations, exercises, and vestings with ... Design, implement, and refine competitive salary structures, job families, and variable incentive ...

Krispy Kreme

Sr Manager, Compensation

Charlotte, NC · On-site +1

... management principles, guidelines, procedures, and best practices. * Leads all major strategic ... Supports the Vice President Total Rewards in long-term incentive plan operation and executive ...

PROLIM Global Corporation

Varicent Tech Lead

Phoenix, AZ · On-site +1

Remote (Preferred: Phoenix, Raleigh, Dallas) Contract Duration: 6 Months Job Summary We are seeking ... our Incentive Compensation Management (ICM) platform. The ideal candidate will have strong ...

New

Prophecy Technologies

Anaplan ICM Solution Architect

$64.50 - $85/hr

An Anaplan ICM (Incentive Compensation Management) Solution Architect is responsible for designing, implementing, and optimizing sales incentive compensation systems that align with business goals ...

Foot Locker

Senior Manager, Compensation (Remote)

Oversee benchmark analyses for field pay structures and incentive programs to ensure alignment with ... Strong project management skills; ability to manage multiple projects at the same time, with an eye ...

Crocs

Sr. Compensation Manager

Broomfield, CO · On-site +1

$144K - $158K/yr

We are open to remote candidates outside of those locations. What You'll Do Strategic Rewards ... Compensation & Incentive Programs: Lead the design and strategic governance of shortterm incentive ...

Crocs

Sr. Compensation Manager

Broomfield, CO · On-site +1

$144K - $158K/yr

We are open to remote candidates outside of those locations. What You'll Do Strategic Rewards ... Compensation & Incentive Programs: Lead the design and strategic governance of shortterm incentive ...

Crocs

Sr. Compensation Manager

Broomfield, CO · On-site +1

$144K - $158K/yr

We are open to remote candidates outside of those locations. What You'll Do Strategic Rewards ... Compensation & Incentive Programs: Lead the design and strategic governance of shortterm incentive ...

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All JobsIncentive Compensation Management JobsRemote Incentive Compensation Management Jobs

Remote Incentive Compensation Management information

See salary details

$35.5K

$114.7K

$169.5K

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

As of Jul 14, 2026, the average yearly pay for remote incentive compensation management 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.

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 are some common challenges faced by professionals in remote incentive compensation management roles, 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 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 as a Remote Incentive Compensation Management professional, and why are they important?

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.
More about Remote Incentive Compensation Management jobs
What cities are hiring for Remote Incentive Compensation Management jobs? Cities with the most Remote Incentive Compensation Management job openings:
What are the most commonly searched types of Incentive Compensation Management jobs? The most popular types of Incentive Compensation Management jobs are:
What states have the most Remote Incentive Compensation Management jobs? States with the most job openings for Remote Incentive Compensation Management jobs include:
What job categories do people searching Remote Incentive Compensation Management jobs look for? The top searched job categories for Remote Incentive Compensation Management jobs are:
Remote Incentive Compensation Management jobs near you
Infographic showing various Remote Incentive Compensation Management job openings in the United States as of July 2026, with employment types broken down into 67% Full Time, and 33% Part Time. Highlights an 100% Remote job distribution, with an average salary of $114,730 per year, or $55.2 per hour.
Senior Compensation Manager

Senior Compensation Manager

Calendly

Remote

$171K - $201K/yr

Full-time

Posted 25 days ago

Job description

What's in it for you?
Ready to make a serious impact? Millions of people already rely on Calendly, and we're still in the midst of exciting product growth - it's a fantastic time to join us. Everything you'll work on here will accelerate your career to the next level. If you want to learn, grow, and do the best work of your life alongside the best people you've ever worked with, then we hope you'll consider allowing Calendly to be a part of your professional journey.
About the team & opportunity
What's so great about working on Calendly's People team?
We are the foundation that aims to set up our people for success to do the best work of their life at Calendly.
Why do we need you? Well, we are looking for a Senior Compensation Manager who brings a strong background in compensation program management, project management, and data analysis. You will report to the Senior Manager of Total Rewards & People Operations as a senior individual contributor on the team and subject matter expert. You will be responsible for compensation benchmarking, leading compensation cycles, and keeping Calendly in compliance with compensation-related legislation.
A day in the life of a Senior Compensation Manager at Calendly
On a typical day, you will be working on:
  • Manage Calendly's bi-annual compensation cycles, including our Mid-Year Merit cycle, bi-annual Promotion cycle, our Top Performer Bonus cycles, and equity top ups - ensuring data integrity, stakeholder alignment, and on-time delivery.
  • Serve as the trusted compensation advisor for offer decisions, promotions, retention scenarios, and off-cycle adjustments - balancing market competitiveness with internal pay equity.
  • Partner with People Business Partners and managers to build compensation literacy across the organization, equipping them to have clear, confident pay conversations with their teams.
  • Maintain and optimize Calendly's salary band and job leveling framework, ensuring our structure is clear, consistent, and competitive as the company grows.
  • Guide People Business Partners and the Talent Acquisition team with job leveling, job family placement, and classification.
  • Proactively monitor and respond to compensation legislation changes, translating regulatory updates into policy action and stakeholder communications.
  • Own Workday compensation data, including building job profiles, grade profiles, and assist our Business Systems team with building compensation cycles.
  • Partner with Total Rewards leadership and Finance to develop clear, executive-ready Compensation Committee materials - synthesizing compensation data, program updates or proposals, and market benchmarking into compelling narratives that support informed board-level decision-making.
  • Lead Calendly's participation in benchmark surveys, analyze market data, and surface competitive insights that inform compensation strategy and leadership decision-making.
  • Lead and contribute to ad hoc compensation projects and special initiatives - translating ambiguous business needs into structured, data-driven recommendations.

What do we need from you?
  • 8+ years of experience in compensation management, ideally within high-growth SaaS or tech companies
  • Strong project management and organizational skills
  • Advanced knowledge in Google Sheets/Microsoft Excel, including pivot tables, V-lookups, IF/THEN, and advanced formulas
  • Experience managing third-party compensation vendors like Radford
  • Experience in Workday, including Core and Advanced Compensation
  • Deep knowledge and experience of compensation legislation, including FLSA, federal/state exemption thresholds, and Fair Pay regulations.
  • Excellent communication skills, including written and verbal
  • Authorized to work lawfully in the United States of America as Calendly does not engage in immigration sponsorship at this time

Tier 1 Salary Hiring Range
$171,636-$201,925 USD
Tier 2 Salary Hiring Range
$157,333-$185,098 USD
Tier 3 Salary Hiring Range
$143,030-$168,271 USD
The ranges listed above are the expected annual base salary for this role, subject to change.
Calendly takes a number of factors into consideration when determining an employee's starting salary, including relevant experience, relevant skills sets, interview performance, location/metropolitan area, and internal pay equity.
Base salary is just one component of Calendly's total rewards package. All full-time (30 hours/week) employees are also eligible for our Top Performer Bonus program (or Sales incentive), equity awards, and competitive benefits.
Calendly uses the zip code of an employee's remote work location, or the onsite building location if hybrid, to determine which metropolitan pay range we use. Current geographic zones are as follows:
  • Tier 1: San Francisco, CA, San Jose, CA, New York City, NY
  • Tier 2: Chicago, IL, Austin, TX, Denver, CO, Boston, MA, Washington D.C., Philadelphia, PA, Portland, OR, Seattle, WA, Miami, FL, and all other cities in CA.
  • Tier 3: All other locations not in Tier 1 or Tier 2

If you are an individual with a disability and would like to request a reasonable accommodation as part of the application or recruiting process, please let your Recruiter know when first connecting with them. Calendly is registered as an employer in many, but not all, states. If you are located in Alaska, Delaware, Hawaii, Idaho, Iowa, Montana, Nebraska, North Dakota, Rhode Island, South Dakota, and West Virginia, you will not be eligible for employment. Note that all individual roles will specify location eligibility.
All candidates can find our Candidate Privacy Statement here
Candidates residing in California may visit our Notice at Collection for California Candidates here: Notice at Collection
This role may require occasional travel for company events, team collaboration, or offsites.

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