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Vice President Compensation Jobs (NOW HIRING)

Enterprise Bank & Trust

SVP, Compensation

Saint Louis, MO · On-site

$121K - $166K/yr

Job Title: SVP, Compensation Summary The SVP, Compensation is a strategic leader responsible for designing, governing, and executing the Bank's compensation programs, including Executive Compensation ...

Enterprise Bank & Trust

SVP, Compensation

Saint Louis, MO · On-site

$121K - $166K/yr

Job Title: SVP, Compensation Summary The SVP, Compensation is a strategic leader responsible for designing, governing, and executing the Bank's compensation programs, including Executive Compensation ...

Prologis

VP Compensation (Total Rewards)

San Francisco, CA · On-site

$147K - $201K/yr

Job Title: VP Compensation (Total Rewards) Company: Prologis A Day in the Life As Vice President, Compensation Strategy & Operations at Prologis, you will serve as a senior enterprise compensation ...

BNY

Vice President, Compensation Product

Pittsburgh, PA · On-site

We're seeking a future team member for the role of Vice President, Compensation Product Manager to join our Colleague Experience team. This role is located in Pittsburgh, PA or New York, NY. In this ...

BNY

Vice President, Compensation Product

Pittsburgh, PA · On-site

We're seeking a future team member for the role of Vice President, Compensation Product Manager to join our Colleague Experience team. This role is located in Pittsburgh, PA or New York, NY. In this ...

Bsu

Executive Assistant to the Vice President

Muncie, IN · On-site

$22 - $24.20/hr

Executive Assistant to the Vice President Compensation: $22.00 - 24.20 Department: VP for Business Affairs/Treasurer Start Date: 10/09/2026 About this opportunity: This opportunity is a high-level ...

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Vice President Compensation information

See salary details

$43.5K

$157.5K

$277.5K

How much do vice president compensation jobs pay per year?

As of Sep 15, 2026, the average yearly pay for vice president compensation in the United States is $157,532.00, according to ZipRecruiter salary data. Most workers in this role earn between $115,000.00 and $190,000.00 per year, depending on experience, location, and employer.

What does a vice president of compensation do?

A Vice President of Compensation is a senior HR leader responsible for developing and overseeing an organization's compensation strategies and programs. Their role involves designing competitive salary structures, incentive plans, and benefits packages that attract, retain, and motivate employees. They analyze market trends, ensure pay practices comply with regulations, and collaborate with other executives to align compensation programs with business objectives. Additionally, they may manage teams of compensation analysts and specialists, and present recommendations to executive leadership and the board of directors.

What are some common challenges a vice president of compensation faces when aligning pay structures with organizational goals?

A Vice President of Compensation often navigates the complexity of balancing competitive pay structures with budget constraints and evolving business objectives. One key challenge is ensuring internal equity while staying competitive in the market, especially in industries with rapid salary changes. Additionally, the role requires close collaboration with HR, finance, and executive leadership to align compensation strategies with talent retention and company growth. Addressing these challenges involves regular market analysis, transparent communication, and adapting policies to support both employee satisfaction and organizational success.

What are the key skills and qualifications needed to thrive as a vice president of compensation, and why are they important?

To excel as a Vice President of Compensation, you need deep expertise in compensation strategy, data analysis, and market benchmarking, often supported by a degree in HR, business, or finance and relevant certifications such as CCP (Certified Compensation Professional). Familiarity with HRIS platforms, compensation management software, and advanced Excel skills are typically required. Exceptional leadership, strategic thinking, and strong communication abilities help build consensus and effectively guide compensation programs. These skills are vital to ensure equitable, competitive pay structures that attract and retain top talent while aligning with organizational goals.

What is the difference between Vice President Compensation vs Director of Compensation?

AspectVice President CompensationDirector of Compensation
Required CredentialsBachelor's degree, often advanced certifications (CCP, CBP), extensive experience in compensation managementBachelor's degree, certifications preferred (CCP), significant experience in compensation roles
Work EnvironmentExecutive leadership, strategic planning, cross-department collaborationOperational focus, policy implementation, team management
Employer & Industry UsageLarge corporations, multinational companies, industries with complex compensation structuresMid to large organizations, HR departments, industries with structured pay systems

The Vice President Compensation typically holds a higher strategic and leadership role, overseeing compensation policies at an executive level, while the Director of Compensation focuses more on implementing policies and managing compensation teams. Both roles require relevant credentials and experience, but the VP position involves broader strategic responsibilities.

What cities are hiring for Vice President Compensation jobs?

Cities with the most Vice President Compensation job openings:

What are the most commonly searched types of Compensation jobs?

The most popular types of Compensation jobs are:

What states have the most Vice President Compensation jobs?

States with the most job openings for Vice President Compensation jobs include:

Vice President Compensation jobs near you
Infographic showing various Vice President Compensation job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 17% Part Time, and 4% Contract. Highlights an 82% Physical, 2% Hybrid, and 16% Remote job distribution, with an average salary of $157,532 per year, or $75.7 per hour.

SVP, Compensation

Saint Louis, MO • On-site

Enterprise Bank & Trust
Commercial Banking • 1 - 5K employees
Learn more about Enterprise Bank & Trustexternal

$121K - $166K/yr

Full-time

Posted 6 days ago

Job description

Enterprise Bank & Trust was founded in the spirit of entrepreneurship and community. From the small mom-and-pop coffee shop to the large construction company that employs local people, our goal is to help businesses succeed and our communities thrive.
With offices in Arizona, California, Florida, Kansas, Missouri, New Mexico, Nevada and Texas, we're strong, growing and committed to supporting the communities we serve. We extend this commitment to the community to our associates, offering annual paid volunteer time off and charitable-matching opportunities. Voted a Best Bank to Work For by American Banker for multiple years, we offer our associates an array of benefits and the opportunity to chart their own career path with us. Join us in the pursuit of our mission to guide people to a lifetime of financial success, and enjoy a career filled with professional growth opportunities, interesting colleagues and the satisfaction of supporting our communities.
Together, there's no stopping you!
Job Title:
SVP, Compensation
Job Description:
Summary
The SVP, Compensation is a strategic leader responsible for designing, governing, and executing the Bank's compensation programs, including Executive Compensation, to align with business strategy, regulatory requirements, and pay-for-performance. This role advises the EVP, Human Resources and leadership, partners with the Board's Human Capital and Compensation Committee, and acts as the primary liaison with external consultants and legal counsel. Leads the review and implementation of compensation programs, policies and procedures in order to be responsive to the company's goals and competitive practices. Assures through audits, reports and other processes/interactions that company compensation programs are consistently administered in compliance with company policies and government regulations
Essential Duties & Responsibilities
  • Serve as primary partner to the EVP, Human Resources in advising the Human Capital and Compensation Committee.
  • Lead the development, preparation, and delivery of all Compensation Committee materials, including analysis, recommendations, and meeting agendas.
  • Provide expert guidance on executive compensation decisions, including base salary, annual incentives, long-term incentives, and equity awards.
  • Anticipate and advise on regulatory, reputational, and shareholder risks related to compensation decisions.
  • Manage and execute the annual governance calendar for executive compensation and committee activities.
  • Partner closely with external compensation consultants to obtain independent market data, benchmarking, and plan design insights to support Board decision-making.
  • Oversee preparation of executive compensation disclosures, including the Compensation Discussion & Analysis (CD&A) and proxy statement content.
  • Monitors overall the effectiveness of existing compensation policies, guidelines and procedures, recommending plan revisions as well as new plans that are cost effective and consistent with compensation trends and company objectives.
  • Leads the strategy of all compensation, including, but not limited to executive, short term incentive, long term incentive, commission, exempt and nonexempt cash compensation programs. Ensures the processing, recording and reporting of compensation-related actions taken.
  • Ensure compliance with all applicable regulations, including SEC requirements, Internal Revenue Code (including Section 409A), and banking regulatory guidance by partnering with external legal counsel and internal stakeholders.
  • Provide oversight and expertise related to change-in-control (CIC) provisions, employment agreements, deferred compensation, and related arrangements.
  • Partners to assist with governance and execution of the Bank's equity compensation plans, including grant design, approvals, and administration
  • Partner with teams on advanced compensation modeling and scenario analysis, including incentive payouts, equity dilution, cost impact, budgeting, forecasting and accruals.
  • Monitor and interpret proxy advisor guidelines (e.g., ISS, Glass Lewis) and emerging market trends.
  • May provide advice to company management on pay decisions, job evaluation, and policy and guideline interpretation, including the design of creative solutions to specific compensation-related issues and challenges.
  • Performs other duties as assigned.

Qualifications
  • Demonstrated ability to translate complex compensation concepts into clear, concise communications for executives, senior leaders, and Board members.
  • Ability to handle highly sensitive and confidential information with the utmost discretion and integrity.
  • Exceptional judgment in complex, high-stakes, and ambiguous situations.
  • Ability to balance strategic thinking with deep technical expertise.
  • Strong collaboration and partnership across HR, Finance, Legal, Risk, and external partners.
  • Commitment to integrity, accountability, and inclusion.
  • Ability to operate in a fast-paced, highly regulated environment requiring accuracy, responsiveness, and sound decision-making.
  • Ability to manage multiple priorities and deadlines aligned with Board, regulatory, and disclosure timelines.
  • Deep expertise in SEC disclosures, proxy statements, and executive compensation governance.
  • Strong knowledge of accounting, tax, and financial reporting implications related to compensation programs.
  • Demonstrated experience partnering with Compensation Committees and external advisors (consultants and legal counsel).
  • Strong understanding of Section 409A, Section 16, and executive compensation regulations.

Supervisory Responsibilities
  • Compensation team

Education and/or Experience
  • 10-15+ years of progressive experience in compensation or finance, including significant executive compensation experience.
  • Experience within a publicly traded company and/or regulated financial institution.
  • Experience in finance, accounting, or related discipline preferred.
  • Experience with proxy advisory firms and shareholder engagement preferred.
  • Familiarity with banking regulatory guidance on incentive compensation and risk management preferred.

Computer and Software Skills
  • Skilled in operation of a personal computer, including intermediate Microsoft Word, Excel, PowerPoint
  • Google Suite

Certifications, Licenses, and Registrations
  • CCP preferred

Equal Opportunity Statement:
Enterprise Bank & Trust is committed to helping individuals with disabilities participate in the workforce and ensuring equal opportunity to apply and compete for jobs. If you need an accommodation in order to apply for a position at Enterprise Bank & Trust please contact Human Resources at hr@enterprisebank.com.
Enterprise Bank & Trust is committed to managing our business and community relationships in ways that positively impact our associates, clients, and the diverse communities where we work and live. We are proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, national origin, sexual orientation, gender identity or protected veteran status and will not be discriminated against on the basis of disability. All employment offers are contingent upon the applicant successfully completing both drug and background check screenings. If you would like more information about your EEO rights as an applicant under the law, please click HERE.

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