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Remote Incentive Compensation Jobs (NOW HIRING)

Foot Locker

Senior Manager, Compensation (Remote)

This role is a remote work opportunity. Candidates must be based in the U.S. Foot Locker, Inc. is ... Oversee benchmark analyses for field pay structures and incentive programs to ensure alignment with ...

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 Leadership: Serve as a strategic thought partner on compensation and incentive strategy , advising ...

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 Leadership: Serve as a strategic thought partner on compensation and incentive strategy , advising ...

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 Leadership: Serve as a strategic thought partner on compensation and incentive strategy , advising ...

Wesco

Analyst - Compensation

Gaithersburg, MD · Remote

Experience supporting short-term and long-term incentive programs preferred * Exposure to salary ... Experience with employee relocation programs and administration preferred #LI-RA1 #LI-REMOTE This ...

Cypress HCM

Compensation Analyst

Santa Clara, CA · Remote

$40 - $50/hr

Remote (U.S.-based candidates only) * Hours: Full-time, 40 hrs/week Job Overview: We are looking ... Experience supporting pay planning processes, including merit or incentive cycles * Strong project ...

TriHealth

Compensation Consultant

Cincinnati, OH · Remote

This is a remote-based position with work performed primarily from home. * Occasional in-office ... No weekends or holidays Incentives & Benefits: We offer competitive shift differentials ...

Fulton Bank

Director, Compensation

PA · On-site +1

$121K - $166K/yr

Overview This is a full-time remote opportunity within Fulton Bank's footprint (DE, MD, NJ, PA, VA ... Lead the design, implementation and communication strategy for Fulton's base pay, incentive plans ...

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 ...

New

Fulton Bank

Director, Compensation

PA · On-site +1

$121K - $166K/yr

Overview This is a full-time remote opportunity within Fulton Bank's footprint (DE, MD, NJ, PA, VA ... Lead the design, implementation and communication strategy for Fulton's base pay, incentive plans ...

Fulton Bank

Director, Compensation

PA · On-site +1

$121K - $166K/yr

This is a full-time remote opportunity within Fulton Bank's footprint (DE, MD, NJ, PA, VA ... Lead the design, implementation and communication strategy for Fulton's base pay, incentive plans ...

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Remote Incentive Compensation information

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$35.5K

$114.7K

$169.5K

How much do remote incentive compensation jobs pay per year?

As of Jul 11, 2026, the average yearly pay for remote incentive compensation 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 vs Remote Compensation Analyst?

AspectRemote Incentive CompensationRemote Compensation Analyst
Primary FocusDesigning and managing incentive plans to motivate sales and performanceAnalyzing overall compensation structures and market competitiveness
Required SkillsSales metrics, incentive plan design, performance managementData analysis, market research, compensation benchmarking
Work EnvironmentOften sales teams, HR, or finance departmentsHR, finance, or compensation departments
CertificationsCompensation certifications (e.g., CCP) beneficialCompensation or HR certifications (e.g., CCP, SHRM)

Remote Incentive Compensation professionals focus on creating and managing incentive plans to drive sales performance, while Remote Compensation Analysts analyze overall pay structures and market trends. Both roles require strong analytical skills and relevant certifications, but their core responsibilities differ in scope and focus.

More about Remote Incentive Compensation jobs
What cities are hiring for Remote Incentive Compensation jobs? Cities with the most Remote Incentive Compensation job openings:
What are the most commonly searched types of Incentive Compensation jobs? The most popular types of Incentive Compensation jobs are:
What states have the most Remote Incentive Compensation jobs? States with the most job openings for Remote Incentive Compensation jobs include:
What job categories do people searching Remote Incentive Compensation jobs look for? The top searched job categories for Remote Incentive Compensation jobs are:
Remote Incentive Compensation jobs near you
Infographic showing various Remote Incentive Compensation job openings in the United States as of July 2026, with employment types broken down into 75% Full Time, 19% Part Time, and 6% Contract. Highlights an 100% Remote job distribution, with an average salary of $114,730 per year, or $55.2 per hour.
Senior Manager, Compensation (Remote)

Senior Manager, Compensation (Remote)

Foot Locker

Remote

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 16 days ago

Foot Locker rating

6.3

Company rating: 6.3 out of 10

Based on 206 frontline employees who took The Breakroom Quiz

44th of 104 rated fashion retailers

Job description

Overview
Great brands reflect culture. The best ones help shape it. At Foot Locker, we're rooted in sport, powered by style, and driven by the communities that move both. From Foot Locker and Kids Foot Locker to Champs Sports, WSS, and atmos, our brands sit at the intersection of sport, style, and self-expression.
As part of the DICK'S Sporting Goods family, you're backed by the resources, reach, and career opportunities of a world-class sports company. That unleashes Foot Locker to keep pushing forward with the agility and edge that define the brand. We're looking for great people who want to influence culture and the generation that is shaping what's next.
Whether you're building strategy, shaping innovations, or creating unforgettable customer moments, you'll contribute to decisions and experiences that define our brands' impact in the communities we serve.
Come change the game with us. Apply today!
This role is a remote work opportunity. Candidates must be based in the U.S.
Foot Locker, Inc. is currently seeking a Senior Manager, Field Compensation, reporting to the VP, Compensation & HRIS. The Senior Manager, Field Compensation is the senior leader responsible for the strategy, governance, and effectiveness of compensation programs supporting Foot Locker, Inc.'s retail North America field organization. This role leads the design, implementation, and ongoing evolution of field (store) compensation programs, ensuring pay practices are equitable, market competitive, compliant, and operationally scalable.
The Senior Manager partners closely with Field HR, Operations, Finance, Legal, and HRIS leadership, and provides oversight across both program and transactional compensation activities. This role plays a critical part in aligning field compensation practices with enterprise total rewards strategy while enabling consistent, compliant execution across a complex, multi-location workforce.
The Total Rewards function is responsible for the design, implementation and execution of Foot Locker's compensation and benefits. The mission is to design and deliver market-competitive total rewards programs that support Foot Locker's Talent Strategy.
Applicants must be currently authorized to work in the United States on a full-time basis. At this time, Foot Locker will not sponsor a new applicant for employment authorization, or offer any immigration related support for this position (i.e. H1B, F-1 OPT, F-1 STEM OPT, F-1 CPT, J-1, TN, or another type of work authorization).
Responsibilities
  • Lead the evaluation of external market competitiveness for field populations and recommend structural or programmatic changes based on data, business needs, and workforce trends.
  • Oversee benchmark analyses for field pay structures and incentive programs to ensure alignment with market positioning, internal equity, and cost objectives.
  • Provide strategic oversight of participation in and interpretation of third-party compensation surveys, translating insights into actionable recommendations for field compensation programs.
  • Ensure field roles are appropriately positioned within the enterprise job architecture; provide guidance on leveling, scope alignment, and exception governance where field needs differ.
  • Lead the design, evolution, and governance of field incentive and bonus programs, ensuring clarity, scalability, and consistent application across locations.
  • Serve as the primary compensation advisor to Field HR Business Partners and leaders, providing guidance on pay decisions, program changes, and complex scenarios.
  • Own and oversee the field compensation strategy for annual cycles, including merit increases, promotions, incentives, and off-cycle adjustments, ensuring consistent frameworks and decision quality.
  • Monitor and proactively manage pay equity, wage compression, and compliance risks across federal, state, and local regulations impacting the field workforce.
  • Partner cross-functionally with Finance, Talent Acquisition, Legal, HRIS, and Payroll to align compensation programs with financial plans, talent strategies, and regulatory requirements.
  • Ensure field compensation practices comply with FLSA, pay transparency requirements, and internal governance standards, serving as the escalation point for high-risk or high-impact decisions.

Qualifications
  • Preferred: Bachelor's degree
  • CCP (Certified Compensation Professional) designation highly desirable
  • 5+ years progressive experience with compensation programs (i.e. annual bonus programs, job evaluations and salary surveys)
  • Excellent communication skills, both verbal and written
  • Strong project management skills; ability to manage multiple projects at the same time, with an eye for detail and accuracy
  • Strong customer service orientation skills
  • Effective cross functional partnerships with HRBPs, Finance, and Legal
  • Advanced Excel and PowerPoint skills
  • Experience with data analytics tools helpful
  • Exposure to Workday, PeopleSoft HRIS systems helpful
  • Ability to operate in and maintain complete confidentiality, particularly with sensitive, internal information

At Foot Locker, we value innovation, authenticity, and integrity in all that we do. To uphold the security and fairness of our hiring process, we ask that candidates refrain from using AI tools, including ChatGPT, during interviews and assessments. To ensure a smooth and secure experience, please review the following guidelines:
  • Cameras must be on for all virtual interviews.
  • AI tools are strictly prohibited during interviews or assessments.

We appreciate your understanding and cooperation as we work together to create a transparent and equitable hiring experience.
Benefits
The annual base salary range is $130000 - $145000. This range represents the anticipated low and high end of the salary for this position. This role is also eligible to receive short term incentives that align with company performance. Salary will be determined by the education, experience, knowledge, skills and abilities of the applicant, internal equity, and alignment with market data. Salary is one component of the Foot Locker, Inc. total compensation package, which includes the below:
Foot Locker Benefits:
  • Employee Discount
  • Paid Time Off
  • Paid Parental Leave
  • Medical | Dental | Vision Coverage
  • 401(k) | Roth 401(k)
  • Life Insurance
  • Flexible Spending Account
  • Opportunities for Advancement
  • Tuition Reimbursement for Qualified Courses
  • Strong Company Culture
  • Employee Resource Groups

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