ZipRecruiter

Log In

1

Vice President Compensation Jobs (NOW HIRING)

thg

Assistant Vice President, Compensation

Worcester, MA · On-site +1

Our Human Resource Team is seeking a Assistant Vice President of Compensation. This is a full-time, exempt role. This role is eligible for a fully remote arrangement or Hybrid. POSITION OVERVIEW: The ...

thg

Assistant Vice President, Compensation

Worcester, MA · On-site +1

Our Human Resource Team is seeking a Assistant Vice President of Compensation. This is a full-time, exempt role. This role is eligible for a fully remote arrangement or Hybrid. POSITION OVERVIEW: The ...

Eaton

VP Executive Compensation

Beachwood, OH · On-site

The Vice President, Executive Compensation will report directly to the Vice President, Total Rewards (TR). Key Criteria of the Position Includes: * Oversight of the design, development, and ...

Initio Capital

Vice President (PE)

New York, NY · On-site

$145K - $185K/yr

New York, NY Employment Type: Full-Time Estimated Compensation: $145,000 - $185,000 total annual compensation (varies by employer) About This Posting This represents a sample Vice President (Private ...

Initio Capital

Vice President, Investments

New York, NY · Remote

$145K - $185K/yr

New York, NY Employment Type: Full-Time Estimated Compensation: $160,000 - $260,000 total annual ... Vice President, Investments position commonly found through the Career Launch AI Talent Network

next page

Showing results 1-20

All JobsVice President Compensation Jobs

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 May 29, 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 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 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 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 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 May 2026, with employment types broken down into 3% As Needed, 15% Full Time, 67% Part Time, and 15% Contract. Highlights an 100% Physical job distribution, with an average salary of $157,532 per year, or $75.7 per hour.
Vice President, Compensation & Benefits

Vice President, Compensation & Benefits

BridgePoint Associates

Austin, TX • Remote

$145.50K - $177.50K/yr

Full-time

Posted 27 days ago

Job description

Vice President of Compensation and Benefits
Charter School Network
Remote, Texas Preferred - Residency exception considered for those out of state
Salary Range: $145,500 to $177,500 per year, with potential flexibility based on experience
Terrific Vice President of Compensation and Benefits (VPCB) with a charter school network. The VPCB is a key leadership position with strategic and tactical responsibilities. It oversees compensation, benefits, and wellness to 10,000+ staff across 143 schools in multiple states.
The position will focus on designing, implementing, and managing a performance-based compensation structure. The VPCB will manage, mentor, and train a team of 26 staff (direct and indirect reports).
Responsibilities:
  • Provide strategic vision and hands-on implementation of compensation and benefits programs to 10,000+ staff
  • Oversee a strategic compensation redesign across the organization, with a focus on performance
  • Serve as an SME and thought partner on benefits and compensation; deep level of engagement cross-functionally at all levels
  • Design and execute frameworks for enterprise and talent systems, including talent review and evaluations
  • Ensure oversight for all systems and operations related to compensation, performance management, and benefits
  • Lead the design, compliance, and evaluation of compensation and benefits programs across all regions
  • Provide effective communication and change management strategies
  • Manage a team of 26 that consists of direct and indirect reports
Qualifications:
  • Approximately 7-10+ years of relevant experience, including time in a leadership role
  • Bachelor's degree required and CBP or CCP certification a plus
  • Demonstrated track record implementing compensation and benefits strategies
  • Familiarity with complex, multi-state organizations is preferred
  • Experience with performance-based compensation structures
  • Understanding of state and federal regulations relating to compensation and benefits
  • Experience managing staff at multiple levels
  • Current or prior experience in education preferred
  • Ability to travel up to 20% of the time
  • Thrive in a results-oriented culture and receptive to feedback
  • Mission-driven and a passion for providing education to students
Equal opportunity employer.