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Vice President Incentive Compensation Management Jobs

UNAVAILABLE

Vice President, Brand Experience

Chicago, IL

$149K - $214K/yr

Manage, mentor, and develop a team of media planners and strategists, fostering collaboration and ... This role may also be eligible for bonus or incentive compensation. Consistent with applicable law ...

Meta

Vice President, Global Compensation

Menlo Park, CA · On-site

$451K - $490K/yr

Operating at a high-stakes level, the role manages significant strategic priorities-including ... incentive plans and variable compensation programs. • Ensure compliance with all regulatory ...

New

Hi-Vac Corporation

VP of Sales

Marietta, OH · On-site

VP of Sales Company: Hi-Vac Corp Location: Marietta, OH | Extensive Travel Required Reports To: VP ... Establish and manage compensation, training, and incentive programs * Build and maintain strong ...

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Vice President Incentive Compensation Management information

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$43.5K

$157.5K

$277.5K

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

As of Jul 14, 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 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 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 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:
What states have the most Vice President Incentive Compensation Management jobs? States with the most job openings for Vice President Incentive Compensation Management jobs include:
What job categories do people searching Vice President Incentive Compensation Management jobs look for? The top searched job categories for Vice President Incentive Compensation Management jobs are:
Vice President Incentive Compensation Management jobs near you
Infographic showing various Vice President Incentive Compensation Management job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 77% Full Time, 19% Part Time, and 3% Contract. Highlights an 89% Physical, 2% Hybrid, and 9% Remote job distribution, with an average salary of $157,532 per year, or $75.7 per hour.

Vice President Human Resources

IDC Executive Search / Energy Only

Philadelphia, PA • On-site

Other

Medical, Retirement

Posted 11 days ago

Job description

Vice President, Human Resources (Chief Human Resources Business Partner)

Energy Company | New York • New Jersey • Pennsylvania • Delaware

Position Summary

The Vice President, Human Resources is a strategic executive leader responsible for developing and executing a modern people strategy that directly enables business performance, operational excellence, and long-term enterprise growth. Reporting to the Chief Executive Officer (or Chief Administrative Officer), the VP of Human Resources serves as a trusted advisor to the executive leadership team and Board, ensuring that human capital strategy is fully integrated with the Company’s business objectives.

This is not a traditional HR leadership role. The successful candidate will be a commercially minded business executive who happens to be an HR expert—someone who understands utility operations, infrastructure investment, regulatory environments, labor dynamics, mergers and acquisitions, and organizational transformation. The VP Human Resources will help shape the future workforce of a rapidly evolving energy company operating across regulated utilities, renewable generation, transmission, LNG/RNG infrastructure, and emerging energy technologies.

The ideal executive possesses exceptional business acumen, executive presence, and the ability to influence leaders while creating a high-performance culture focused on accountability, innovation, and employee engagement.

Position Responsibilities

Strategic Business Partnership

  • Serve as a trusted strategic advisor to the CEO and executive leadership team on all organizational and human capital matters.
  • Translate business strategy into practical workforce and organizational initiatives.
  • Participate in enterprise strategic planning, capital growth initiatives, acquisitions, organizational redesign, and succession planning.
  • Influence executive decision-making through data-driven workforce insights.
  • Ensure talent strategy supports the Company’s long-term business objectives and operational priorities.

Executive Leadership & Organizational Effectiveness

  • Advise executive leaders on organizational design, workforce planning, leadership effectiveness, and organizational health.
  • Lead enterprise-wide change management initiatives supporting growth and transformation.
  • Build leadership capability through executive coaching and leadership development.
  • Drive organizational agility while maintaining employee engagement and cultural alignment.
  • Partner with business leaders to improve organizational effectiveness, accountability, and performance.

Talent Strategy

Develop and execute an enterprise talent strategy including:

  • Executive recruiting
  • Leadership succession planning
  • Workforce planning
  • High-potential employee development
  • Talent assessment
  • Career path development
  • Employee retention strategies
  • Diversity of thought and leadership

Partner with business leaders to ensure critical technical and operational roles are effectively staffed across generation, transmission, engineering, operations, construction, regulatory, and corporate functions.

Leadership Development

Design and oversee enterprise leadership programs that strengthen management capability at every level.

Responsibilities include:

  • Executive coaching
  • Leadership competency models
  • High-potential development
  • Performance management
  • Mentoring programs
  • Organizational capability assessments
  • Succession planning for executive leadership

Employee Relations & Culture

Champion a high-performance culture built upon:

  • Accountability
  • Respect
  • Safety
  • Integrity
  • Collaboration
  • Inclusion
  • Continuous improvement

Provide executive oversight for:

  • Employee relations
  • Workplace investigations
  • Employee engagement
  • Organizational communications
  • Recognition programs
  • Culture initiatives

Build trusted relationships across all levels of the organization.

Compensation, Benefits & Total Rewards

Provide executive oversight for:

  • Executive compensation
  • Incentive compensation programs
  • Long-term incentive plans
  • Benefits strategy
  • Retirement programs
  • Health and wellness initiatives
  • Market competitiveness
  • Pay equity

Partner closely with the Compensation Committee of the Board.

Labor Relations

Provide executive leadership supporting union and non-union operations.

Responsibilities include:

  • Collective bargaining strategy
  • Labor negotiations
  • Workforce planning
  • Labor contract administration
  • Workforce productivity initiatives
  • Positive labor-management relationships

Partner closely with Operations leadership to maintain constructive labor relations while supporting operational excellence.

HR Operations

Lead all Human Resources functions including:

  • Talent Acquisition
  • HR Business Partners
  • Compensation
  • Benefits
  • Payroll
  • HRIS
  • Learning & Development
  • Employee Relations
  • Labor Relations
  • Organizational Development
  • Compliance

Modernize HR operations through technology, analytics, automation, and continuous process improvement.

Change Management

The Company is experiencing significant growth driven by capital investment, energy transition, infrastructure modernization, and digital transformation.

Apply