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Remote Incentive Compensation Management Jobs (NOW HIRING)

LHH US

Compensation & Total Rewards Lead

Boston, MA · On-site +1

$59/hr

Preferred Boston, MA or New York, NY; open to remote candidates Compensation: Up to $59/hour ... Recommend positioning strategies for base salary, incentives, and total compensation Internal ...

LHH US

Compensation & Total Rewards Lead

Boston, MA · On-site +1

$59/hr

Preferred Boston, MA or New York, NY; open to remote candidates Compensation: Up to $59/hour ... Recommend positioning strategies for base salary, incentives, and total compensation Internal ...

GLG

Manager, Compensation

$88.80K - $130K/yr

... on incentive programs, organization restructurings, year-end and year-round compensation planning and specialized compensation projects. • Assist in the management of our internal job and ...

Huntington

Compensation Consultant

Columbus, OH · On-site +1

... incentive design and governance, benefits, wellbeing, and retirement ... The Total Rewards Program Manager will be viewed internally and externally as a subject matter ...

Huntington

Compensation Consultant

Columbus, OH · On-site +1

... incentive design and governance, benefits, wellbeing, and retirement ... The Total Rewards Program Manager will be viewed internally and externally as a subject matter ...

Huntington

Compensation Consultant

Columbus, OH · On-site +1

... incentive design and governance, benefits, wellbeing, and retirement ... The Total Rewards Program Manager will be viewed internally and externally as a subject matter ...

Trimble

Sales Compensation Analyst

Lake Oswego, OR · On-site +1

$58.30K - $80.10K/yr

... incentive compensation strategies, ensuring our teams are empowered to build and move the things ... Lead the end-to-end management of Sales Compensation Plan documents, policies, and internal ...

Trimble

Sales Compensation Analyst

Westminster, CO · On-site +1

$58.30K - $80.10K/yr

... incentive compensation strategies, ensuring our teams are empowered to build and move the things ... Lead the end-to-end management of Sales Compensation Plan documents, policies, and internal ...

Chainguard

Compensation Manager

$140K - $190K/yr

Excellent communication and stakeholder management skills - able to present to and influence senior ... Flexible & Remote-First Culture: Work remotely with team meetup opportunities, bi-annual ...

Chainguard

Compensation Manager

OR · Remote

Excellent communication and stakeholder management skills - able to present to and influence senior ... Experience with global compensation, including working in or alongside an EOR (e.g., Remote, Deel ...

Semrush

Sales Compensation Manager

Lead the design and annual planning of sales incentive compensation plans. * Perform complex ... Handle administrative tasks like roster maintenance, T & Q and payroll file management. * Develop ...

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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 May 31, 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 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.

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 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.

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 May 2026, with employment types broken down into 1% Locum Tenens, 1% Internship, 48% Full Time, 47% Part Time, 1% Temporary, and 2% Contract. Highlights an 88% Physical, 1% Hybrid, and 11% Remote job distribution, with an average salary of $114,730 per year, or $55.2 per hour.

Compensation & Total Rewards Lead

LHH US

Boston, MA • On-site, Remote

$59/hr

Full-time, Contractor

Medical, Dental, Vision, Life, Retirement, PTO

Posted 10 days ago

Job description

Summary - Compensation & Total Rewards Lead LHH is seeking an experienced Compensation & Total Rewards Lead to support a high-impact engagement focused on market benchmarking and internal compensation strategy across the U.S. and Canada. This role will play a critical part in evaluating salary structures, ensuring pay equity, and enhancing total rewards competitiveness across actuarial and consulting functions. This is an ideal opportunity for a data-driven compensation professional with strong analytical capabilities, actuarial exposure, and the ability to translate complex insights into actionable recommendations for senior leadership. Location: Preferred Boston, MA or New York, NY; open to remote candidates Compensation: Up to $59/hour Benefit offerings include medical, dental, vision, life insurance, short-term disability, additional voluntary benefits, EAP program, commuter benefits, and a 401k plan. Our program provides employees the flexibility to choose the type of coverage that meets their individual needs. Available paid leave may include Paid Sick Leave, where required by law; any other paid leave required by Federal, State, or local law; and Holiday pay upon meeting eligibility Criteria Type: Contract (through end of year; potential contract-to-hire, no guarantees) Day-to-Day Responsibilities Market Benchmarking & Analysis
  • Conduct comprehensive compensation benchmarking across actuarial consulting markets (Life, P&C, and Health)
  • Identify relevant peer groups and leverage internal/external survey data to assess competitiveness
  • Analyze compensation trends tied to actuarial credentials (ASA, FSA), exams, experience, and specialization
Salary Framework Development
  • Build and refine structured salary ranges and compensation guidelines by:
    • Practice area and job family
    • Level of experience and progression
    • Actuarial credential milestones
  • Recommend positioning strategies for base salary, incentives, and total compensation
Internal Compensation Review
  • Evaluate current employee compensation data across roles, practices, and geographies
  • Assess alignment with market benchmarks, internal equity, and progression expectations
  • Identify outliers, compression issues, and inconsistencies, and recommend corrective actions
  • Partner with HR leadership to prioritize adjustments based on business impact and budget
Total Rewards Optimization
  • Review broader total rewards offerings, including benefits, bonuses, and exam support programs
  • Provide recommendations to enhance competitiveness, retention, and employee value proposition
Stakeholder Engagement & Reporting
  • Present insights and recommendations to HR leadership and senior business stakeholders
  • Develop clear reporting tools such as compensation bands, dashboards, and guidelines
  • Document frameworks to support ongoing compensation management and decision-making
Qualifications Required Experience & Skills
  • 5+ years of experience in compensation, HR, finance, or HR analytics
  • Strong background in compensation benchmarking and total rewards strategy
  • Advanced Excel skills (pivot tables, modeling, data manipulation) and proficiency in PowerPoint
  • Experience working with compensation survey data and market pricing
Preferred Experience
  • Exposure to actuarial environments, insurance, consulting, or professional services industries
  • Familiarity with actuarial career paths and credential structures (ASA, FSA, exam progression)
  • Experience analyzing compensation tied to technical or credential-based career frameworks
Soft Skills & Work Style
  • Self-starter with the ability to work independently in a fast-paced environment
  • Strong collaboration and communication skills across cross-functional teams
  • High level of discretion and sensitivity to confidential compensation data
  • Detail-oriented with strong analytical and problem-solving abilities
Pay Details: $55.00 to $59.00 per hour
Search managed by: Ajay Srivastava
Benefit offerings available for our associates include medical, dental, vision, life insurance, short-term disability, additional voluntary benefits, EAP program, commuter benefits and a 401K plan. Our benefit offerings provide employees the flexibility to choose the type of coverage that meets their individual needs. In addition, our associates may be eligible for paid leave including Paid Sick Leave or any other paid leave required by Federal, State, or local law, as well as Holiday pay where applicable.
Equal Opportunity Employer/Veterans/Disabled
Military connected talent encouraged to apply
To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to https://www.lhh.com/us/en/candidate-privacy
The Company will consider qualified applicants with arrest and conviction records in accordance with federal, state, and local laws and/or security clearance requirements, including, as applicable:
  • The California Fair Chance Act
  • Los Angeles City Fair Chance Ordinance
  • Los Angeles County Fair Chance Ordinance for Employers
  • San Francisco Fair Chance Ordinance
Massachusetts Candidates Only: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.