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Vice President Incentive Compensation Management Jobs

CBIZ

Vice President | Compensation

Cleveland, OH · Hybrid

The Vice President will partner closely with Finance, Legal, and senior business leaders to ensure ... incentive plans * Develop and manage equity-based compensation programs, including RSUs, PSUs, and ...

CBIZ, Inc.

Vice President | Compensation

Cleveland, OH · On-site

$122.60K - $167.70K/yr

#LI-VM1 #LI-Hybrid Responsibilities The Vice President of Compensation will lead the design ... incentive plans * Develop and manage equity-based compensation programs, including RSUs, PSUs, and ...

Sutter Health

Vice President, Compensation

Sacramento, CA

$297.50K - $402.50K/yr

... pay, incentive plans, and executive compensation for Sutter Health that is a national employer ... while proactively managing risk and adapting to a dynamic regulatory environment. Additional ...

Sutter Health

Vice President, Compensation

Sacramento, CA · On-site

$297.50K - $402.50K/yr

... pay, incentive plans, and executive compensation for Sutter Health that is a national employer ... while proactively managing risk and adapting to a dynamic regulatory environment. Additional ...

Cristcot

Vice President, Commercial Operations

Lead incentive compensation design and administration while ensuring compliance and alignment with business objectives. * Oversee CRM systems, commercial platforms, dashboards, and reporting tools to ...

Eaton

VP Executive Compensation

Beachwood, OH · On-site

Advise VP TR, CHRO and management on executive compensation matters including market trends ... This role is also eligible for a variable incentive program. Please note the salary information ...

Viant Technology

VP, Finance

Irvine, CA

$215K - $260K/yr

... to executive management, by owning the company's operating and financial planning cadence ... incentive compensation modeling, and strategic sales initiatives * Oversee Operational Finance to ...

Viant Technology

VP, Finance

Irvine, CA · On-site

$215K - $260K/yr

... to executive management, by owning the company's operating and financial planning cadence ... incentive compensation modeling, and strategic sales initiatives * Oversee Operational Finance to ...

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Vice President Incentive Compensation Management information

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$43.5K

$157.5K

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How much do vice president incentive compensation management jobs pay per year?

As of Jun 1, 2026, the average yearly pay for vice president incentive compensation management 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 Incentive Compensation Management, and why are they important?

To thrive as a Vice President Incentive Compensation Management, you need expertise in compensation strategy, strong analytical skills, and a background in finance or HR, typically supported by a relevant bachelor’s or master’s degree. Proficiency in incentive compensation management software (such as Xactly or SAP SuccessFactors), advanced Excel, and data analytics tools is essential. Leadership, strategic thinking, and effective communication are crucial soft skills for managing teams and collaborating with executive stakeholders. These skills ensure the design and execution of competitive, compliant, and motivating compensation programs that drive business performance.

What are some common challenges faced by a Vice President of Incentive Compensation Management, and how can they be addressed?

A Vice President of Incentive Compensation Management often encounters challenges such as balancing business objectives with employee motivation, ensuring compliance with regulatory requirements, and adapting incentive structures to evolving market conditions. Successfully addressing these issues involves close collaboration with HR, finance, and sales leadership to design fair and competitive compensation plans. It also requires staying up-to-date with legal guidelines and industry benchmarks, as well as leveraging data analytics to continuously refine and optimize programs. Strong communication and stakeholder management skills are essential for aligning compensation strategies with overall organizational goals.

What does a Vice President of Incentive Compensation Management do?

A Vice President of Incentive Compensation Management oversees the design, implementation, and administration of incentive compensation programs within an organization. They ensure that these programs align with company goals, motivate employees, and comply with regulatory requirements. This role often involves collaborating with senior leadership, HR, and finance teams to analyze performance data and develop compensation strategies that drive business results. Additionally, they monitor program effectiveness and make recommendations for improvements as needed.

What is the difference between Vice President Incentive Compensation Management vs Incentive Compensation Analyst?

AspectVice President Incentive Compensation ManagementIncentive Compensation Analyst
CredentialsAdvanced degree, leadership experience, industry certificationsBachelor's degree, analytical skills, industry knowledge
Work EnvironmentExecutive leadership, strategic planning, cross-department collaborationData analysis, reporting, process improvement
Employer & Industry UsageUsed in large corporations, finance, sales, and HR departmentsCommon in finance, sales, and HR teams for compensation analysis

The Vice President Incentive Compensation Management oversees the design and implementation of incentive plans at an executive level, focusing on strategic alignment and leadership. In contrast, the Incentive Compensation Analyst handles data analysis and reporting to support compensation strategies. While both roles are vital in compensation management, they differ significantly in scope, responsibilities, and seniority.

What cities are hiring for Vice President Incentive Compensation Management jobs? Cities with the most Vice President 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:
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Vice President Incentive Compensation Management jobs near you
Infographic showing various Vice President Incentive Compensation Management job openings in the United States as of May 2026, with employment types broken down into 95% Full Time, 1% Part Time, and 4% Contract. Highlights an 91% Physical, and 9% Remote job distribution, with an average salary of $157,532 per year, or $75.7 per hour.
VP Executive & Incentive Compensation

VP Executive & Incentive Compensation

Hilton Grand Vacations, Inc.

Orlando, FL

Full-time

Posted 13 hours ago

Job description

Executive Compensation Strategy & Governance

  • Develop and maintain the executive compensation philosophy and strategy aligned to business priorities, talent needs, and shareholder/owner expectations.

  • Provide trusted advisory support to the CHRO and executive leaders on executive pay, competitive positioning, and retention risks.

  • Lead governance for executive pay decisions, including annual pay reviews, promotions, offers, and retention packages for executives and critical leaders.

  • Ensure a consistent and defensible approach to job evaluation, leveling, and benchmarking for executive roles.

  • Establish decision frameworks and controls for discretionary awards, one-time grants, and special arrangements.

  • Partner with key stakeholders on contract terms (i.e., employment agreements, severance, non-competes, claw backs) and ensure program documentation is equitable and consistent.

  • Ensure executive and incentive programs comply with relevant laws, regulations, and governance requirements. 

  • Implement controls and audit-ready processes for plan administration, approvals, and data integrity.

  • Partner with VP Total Rewards on STI, LTI, and other incentive compensation programs.

Incentive Programs

  • Oversee enterprise incentive governance across functions to drive consistency, transparency, and operational excellence.

  • Partner with Finance and business leadership to define performance measures, targets, thresholds, and payout curves to reinforce strategy execution.

  • Lead periodic assessments of program effectiveness (e.g., performance differentiation, goal rigor, cost vs. outcome).

  • Lead strategy, modeling, and administration for long-term incentive design (equity and/or cash-based LTIP), including award guidelines, grant practices, and vesting/performance features.

  • Support organizational change initiatives related to sales and marketing compensation and incentives ensuring plans are understood, properly implemented and financially sustainable. 

Analytics, Modeling, and Market Intelligence

  • Lead market pricing and benchmarking using reputable survey sources; interpret trends and recommend actions to remain competitive.

  • Deliver clear analytics and insights (i.e. pay mix, competitiveness, internal equity, incentive outcomes, cost modeling).

  • Build executive-ready summaries and dashboards to support compensation decisions and governance.

Leadership & Operations

  • Lead and develop a high-performing executive compensation function; establish standards and scalable processes.

  • Improve operational efficiency through automation, documentation, and streamlined governance workflows.

  • Manage relationships with executive compensation consultants and other vendors as needed.

  • Partner with Sales, Marketing, and Finance leaders to align compensation programs with business goals.

  • Embodies the Hilton Grand Vacations Values of Hospitality, Integrity, Leadership, Teamwork, Ownership, Now.

  • Completes all required Company training/compliance courses as assigned.

  • Adheres to Company standards and maintains compliance with all policies and procedures.

To fulfill this role successfully, the individual should possess the following qualifications, knowledge, skills, abilities, and experience:

  • Deep expertise in compensation, including executive compensation and incentive plan design. 
  • Strong expertise in incentive plan mechanics, performance measures design, and pay-for-performance alignment. 
  • Advanced analytical and financial modeling skills; ability to translate complex data into clear recommendations. 
  • Ability to influence executive leaders and drive enterprise-wide changes.
  • Strong analytical and financial acumen.
  • Advanced Excel and data visualization skills.
  • Strong communication and people leadership skills.

In addition, the following qualifications, knowledge, skills, abilities, and experience are preferred:

  • Experience presenting to Executives/Boards.
  • Knowledge of global regulatory environments.
  • Familiarity with incentive compensation management software (i.e. Varicent).
  • Familiarity with CRM and HRIS platforms (i.e. Salesforce, Oracle).

Experience in hospitality, travel, or consumer-facing industries. 

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