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Remote Incentive Compensation Management Jobs (NOW HIRING)

Biomerics

Compensation Analyst

As a Compensation Analyst at Biomerics, you will be responsible for supporting the development ... Support the design, management, and evaluation of incentive and bonus programs, recommending ...

Radiology Partners

Compensation Manager

$130K - $150K/yr

General information Press space or enter keys to toggle section visibility Job Title Compensation Manager City Remote Work Location Type Remote State Remote Employment Type Full-time (30+ hrs/week) ...

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radiology partners

Compensation Manager

$130K - $150K/yr

Remote Work Location Type: Remote WHO WE ARE AND WHAT WE DO: Radiology Partners, through its ... Excellent analytical, communication, project management, and consulting skills with the ability to ...

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Dealer Tire, LLC

Compensation Specialist

Cleveland, OH · On-site +1

$72K - $85K/yr

Manage incentive and bonus plan communication and administration for all non-exempt roles. * Partner with the Senior Compensation Specialist on the administration of the annual merit process.

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Affirm

Senior Manager, Executive Compensation

$195K - $255K/yr

Deep expertise across compensation strategy, market benchmarking, incentive design, executive ... The majority of our roles are remote and you can work almost anywhere within the country of ...

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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 ...

Saks

Director, Compensation

New York, NY · On-site +1

$166K - $216K/yr

... and incentive plan design. This role focuses entirely on non-executive compensation, ensuring ... Manage market pricing of new roles and ongoing updates to pay ranges * Program Management & 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 ...

Vanta

Compensation Manager

$160K - $188K/yr

Remote workspace, internet, and cellphone stipend * Commuter benefits for team members who report ... Trust Management Platform, our vision remains unchanged. Now more than ever, making security ...

Radiology Partners

Compensation Manager

$130K - $150K/yr

Excellent analytical, communication, project management, and consulting skills with the ability to ... Flexible Remote Schedules * Generous PTO Plans and Paid Holidays * Proudly Certified as a Great ...

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All JobsIncentive Compensation Management JobsRemote Incentive Compensation Management Jobs

Remote Incentive Compensation Management information

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$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.
Sr. Manager, Enterprise Compensation

Sr. Manager, Enterprise Compensation

Navitus Health Solutions, LLC

Remote

$116K - $145K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 18 days ago

Job description

Company
Navitus
About Us
Navitus - Putting People First in Pharmacy - Navitus was founded as an alternative to traditional pharmacy benefit manager (PBM) models. We are committed to removing cost from the drug supply chain to make medications more affordable for the people who need them. At Navitus, our team members work in an environment that celebrates diversity, fosters creativity and encourages growth. We welcome new ideas and share a passion for excellent service to our customers and each other.. Current associates must use SSO login option at https://employees-navitus.icims.com/ to be considered for internal opportunities. We are committed to providing equal employment opportunity to all applicants and employees and comply with all applicable nondiscrimination regulations, including those related to protected veterans and individuals with disabilities. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, or handicap.
Pay Range
USD $116,019.00 - USD $145,024.00 /Yr.
STAR Bonus % (At Risk Maximum)
12.50 - Sr Manager, NAE, Sr CAE II
Work Schedule Description (e.g. M-F 8am to 5pm)
M-F: 8:00 am - 5:00 pm
Remote Work Notification
ATTENTION: Lighthouse is unable to offer remote work to residents of Alaska, Delaware, Hawaii, Idaho, Iowa, Louisiana, Maine, Mississippi, Montana, Nebraska, New Hampshire, New Jersey, New Mexico, North Carolina, North Dakota, Ohio, Oklahoma, Rode Island, South Carolina, South Dakota, Vermont, West Virginia, and Wyoming.
Overview
Due to growth, we are adding a Sr. Manager, Enterprise Compensation to our team!
The Sr. Manager, Enterprise Compensation is responsible for the enterprise-wide strategy, design, governance, and execution of compensation programs, while leading and developing a team of compensation professionals to deliver consistent, high-quality outcomes across the organization. This role provides leadership oversight of compensation philosophy, job architecture, career frameworks, pay structures, and incentive design, ensuring alignment with organizational strategy, market competitiveness, internal equity, and regulatory compliance.
The Sr. Manager, Enterprise Compensation serves as the strategic thought partner on compensation strategy and decision-making, partnering with Sr. Director, HR Operations, executive leadership, HR Business Partners, and Finance to drive consistent, data-driven compensation practices across the enterprise. The role ensures scalable program design, strong governance, and disciplined execution of compensation processes, including annual merit, short-term incentives (STAR), commission plans, and market adjustments, while building team capability and advancing the maturity of the compensation function.
Is this you? Find out more below!
Responsibilities
How do I make an impact on my team?
  • Lead the enterprise compensation strategy, ensuring alignment with business objectives, financial targets, and talent outcomes.
  • Establish and enforce compensation governance frameworks, policies, and approval processes to ensure consistency and defensibility.
  • Serve as the primary advisor to executive leadership on compensation strategy, risk, and decision-making.
  • Own and evolve the organization's job architecture, including job families, job leveling, career ladders, and titling standards.
  • Ensure consistent role design and leveling methodologies across the enterprise to support organizational clarity and workforce planning.
  • Partner with HR and business leaders on organizational design and role structuring initiatives.
  • Lead the design, administration, and continuous improvement of all core compensation programs, including base pay structures and salary ranges, annual merit planning and execution, Short and Long-term incentive programs (e.g., STAR & LTAR), sales commission and incentive plans, market adjustment and promotion frameworks.
  • Ensure programs are competitive, scalable, and aligned to performance and business outcomes.
  • Lead enterprise-wide market pricing and benchmarking strategy, utilizing reputable survey sources to inform compensation decisions.
  • Conduct and oversee market analysis, pay equity reviews, and compensation modeling to support leadership decisions.
  • Translate market data into actionable insights and executive-ready recommendations.
  • Oversee annual compensation cycles, including merit, incentive funding, and payout processes.
  • Provide governance and guidance on pay decisions, promotions, and off-cycle adjustments.
  • Ensure alignment with budget, governance standards, and enterprise compensation philosophy.
  • Ensure all compensation programs comply with federal, state, and local laws and regulations.
  • Lead compensation-related audits, reporting, and risk mitigation activities.
  • Monitor regulatory changes and proactively adjust compensation programs as needed.
  • Partner with HRBPs, Finance, Legal, and executive leaders to ensure aligned and consistent compensation practices.
  • Other duties as assigned.

Qualifications
What our team expects from you?
  • Bachelor's degree in Human Resources, Business Administration, Finance, or related field, or equivalent work experience, required.
  • CCP, PHR, or SHRM-CP certification preferred.
  • 5+ years of progressive compensation experience, including enterprise-level program design and leadership required.
  • 5+ years' experience leading and developing a team of compensation professionals and influencing senior leadership decision-making required.
  • Demonstrated experience leading compensation strategy and governance, job architecture and leveling frameworks, and incentive and commission plan design required.
  • Advanced analytical capability and experience translating data into executive insights required.
  • Strong knowledge of compensation regulations and pay practices (e.g., FLSA) required.
  • Participate in, adhere to, and support compliance program objectives.
  • The ability to consistently interact cooperatively and respectfully with other employees.

What can you expect from Navitus?
  • Top of the industry benefits for Health, Dental, and Vision insurance
  • 20 days paid time off
  • 4 weeks paid parental leave
  • 9 paid holidays
  • 401K company match of up to 5% - No vesting requirement
  • Adoption Assistance Program
  • Flexible Spending Account
  • Educational Assistance Plan and Professional Membership assistance
  • Referral Bonus Program - up to $750!

#LI-Remote
Location : Address
Remote
Location : Country
US

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