ZipRecruiter

Log In

1

Workers Compensation Program Manager Jobs (NOW HIRING)

Asana

Compensation Program Manager

San Francisco, CA · On-site

$176K - $200K/yr

Develop compensation communication materials and manager toolkits to help employees and leaders ... open position or working at the company. We provide equal employment opportunities to all ...

GXO Logistics

Manager, Workers Compensation

NC · Remote

The Manager, Workers Compensation will lead the strategy and execution of GXO's workers compensation program. This role will be responsible for building processes in partnership with GXO's third ...

Sun Auto Service

$135 - $155/hr

Overview Incentive Compensation Program Manager Reports to: Sr. Director, Compensation Fully Remote, Exempt position Salary Range: $135,000 to $155,000 plus potential bonus Position Summary Sun Auto ...

NorthShore

Program Manager, Compensation

Warrenville, IL · On-site

$46.79 - $72.52/hr

Program Manager, Compensation The Program Manager, Compensation is responsible for the oversight ... Endeavor Health is committed to working with and providing reasonable accommodation to individuals ...

Raucy

Workers' Compensation Senior Analyst

Orlando, FL · On-site

$75K - $90K/yr

We are seeking a high-performing Workers' Compensation Senior Analyst to lead and elevate a region ... Partner with the aviation client's Risk Management team to align program outcomes with ...

next page

Showing results 1-20

All JobsGovernment JobsLabor and Employment JobsLabor Specialist JobsWorkers Compensation Program Manager Jobs

Workers Compensation Program Manager information

See salary details

$38.5K

$107.5K

$157K

How much do workers compensation program manager jobs pay per year?

As of Aug 26, 2026, the average yearly pay for workers compensation program manager in the United States is $107,460.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,500.00 and $132,500.00 per year, depending on experience, location, and employer.

What is a workers compensation program manager?

A Workers Compensation Program Manager is a professional responsible for overseeing an organization’s workers compensation program, ensuring compliance with relevant laws and regulations, and managing claims processes. They work to minimize workplace injuries, coordinate employee return-to-work programs, and collaborate with insurance providers, healthcare professionals, and internal teams. Their goal is to protect both the company and its employees by administering claims efficiently, reducing costs, and promoting workplace safety.

What are the key skills and qualifications needed to thrive as a workers compensation program manager?

To thrive as a Workers Compensation Program Manager, you need expertise in insurance claims management, regulatory compliance, and risk assessment, typically supported by a bachelor’s degree in business, human resources, or a related field. Familiarity with claims management software, OSHA reporting systems, and certifications like ARM (Associate in Risk Management) or WCCA (Workers’ Compensation Claims Administration) are commonly required. Strong analytical skills, attention to detail, and effective communication are essential soft skills for coordinating stakeholders and resolving claims efficiently. These competencies are crucial to minimize organizational risk, control costs, and ensure legal compliance in workplace injury cases.

What are some common challenges faced by workers compensation program managers, and how can they be effectively addressed?

Workers Compensation Program Managers often face challenges such as balancing cost control with employee advocacy, staying updated on regulatory changes, and managing complex claims efficiently. Effective communication with stakeholders—including employees, insurance carriers, and healthcare providers—is crucial to resolving claims swiftly and fairly. Leveraging data analytics and maintaining up-to-date knowledge of legal requirements can help anticipate issues and streamline processes. Building strong relationships across departments and fostering a culture of safety also contribute to program success.

What is the difference between Workers Compensation Program Manager vs Claims Adjuster?

AspectWorkers Compensation Program ManagerClaims Adjuster
CredentialsRelevant certifications (e.g., CPCU, ARM), industry experienceAdjuster licenses, insurance certifications
Work EnvironmentOffice-based, management of programs and policiesField or office-based, handling individual claims
Employer & Industry UsageInsurance companies, large corporations, government agenciesInsurance carriers, third-party administrators

The Workers Compensation Program Manager oversees the entire workers' compensation program, focusing on policy development, compliance, and strategic management. In contrast, Claims Adjusters handle individual injury claims, assessing damages and settling cases. Both roles require industry-specific knowledge and certifications but differ in scope and responsibilities.

More about Workers Compensation Program Manager jobs

What cities are hiring for Workers Compensation Program Manager jobs?

Cities with the most Workers Compensation Program Manager job openings:

What states have the most Workers Compensation Program Manager jobs?

States with the most job openings for Workers Compensation Program Manager jobs include:

What job categories do people searching Workers Compensation Program Manager jobs look for?

The top searched job categories for Workers Compensation Program Manager jobs are:

Workers Compensation Program Manager jobs near you
Infographic showing various Workers Compensation Program Manager 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 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $107,460 per year, or $51.7 per hour.

Compensation Program Manager

Asana

San Francisco, CA • On-site

$176K - $200K/yr

Full-time

Retirement

Posted 25 days ago

Job description

The People Team at Asana works to enable all Asanas to achieve our goals as a company in a way that is consistent with our values. We focus on recruiting, developing, and retaining exceptional talent from diverse backgrounds, ensuring that everyone can thrive, grow, and make a meaningful impact. Our work supports Asana's broader mission: to help humanity thrive by enabling all teams to collaborate seamlessly and effectively.
This role is based in our San Francisco office with an office-centric hybrid schedule. The standard in-office days are Monday, Tuesday, and Thursday. Most Asanas have the option to work from home on Wednesdays. Working from home on Fridays depends on the type of work you do and the teams with which you partner. If you're interviewing for this role, your recruiter will share more about the in-office requirements.
What you'll achieve
  • Lead end-to-end execution of Asana's annual merit and focal review cycle, including modeling budget scenarios, partnering with People Partners on calibration, and ensuring accurate system processing in Workday.
  • Own job matching and market pricing across functions using Radford, Pave, and Compa while maintaining salary structures and competitive ranges through regular refresh analysis.
  • Partner with People Partners and Talent Acquisition to evaluate new and evolving roles, establish leveling consistency, and maintain a clean job catalog in Workday.
  • Conduct pay equity analyses across the employee population, identify outliers, recommend corrective actions, and track progress against equity goals to support leadership reporting.
  • Serve as a day-to-day compensation advisor to People Partners and Recruiters, providing offer guidance, promotion assessments, and retention recommendations grounded in market data and internal equity.
  • Support planning and administration of broad-based equity grants (new hire, refresh, promotion cycles), partnering with Stock Admin on processing and Finance on budget tracking.
  • Develop compensation communication materials and manager toolkits to help employees and leaders understand Asana's programs and pay philosophy.

About you
  • Demonstrates curiosity about AI tools and emerging technologies, with a willingness to learn and leverage them to enhance productivity, collaboration, or decision-making.
  • 6-8 years of progressive global compensation experience, with a strong foundation in broad-based compensation programs.
  • Proven ability to own and run complex compensation cycles (merit, market refresh, pay equity) with minimal oversight.
  • Strong analytical and quantitative skills, with advanced proficiency in spreadsheet tools (e.g., Excel, Google Sheets) and experience building compensation models.
  • Experience with Workday Advanced Compensation, Pave, or survey benchmarking tools like Radford, Pave, and Compa.
  • Consultative mindset with the ability to translate complex data into actionable recommendations for business leaders and key stakeholders
  • Strong organizational skills and the ability to balance competing priorities in a fast-paced environment

At Asana, we're committed to building teams that include a variety of backgrounds, perspectives, and skills, as this is critical to helping us achieve our mission. If you're interested in this role and don't meet every listed requirement, we still encourage you to apply.
What we'll offer
Our comprehensive compensation package plays a big part in how we recognize you for the impact you have on our path to achieving our mission. We believe that compensation should be reflective of the value you create relative to the market value of your role. To ensure pay is fair and not impacted by biases, we're committed to looking at market value which is why we check ourselves and conduct a yearly pay equity audit.
For this role, the estimated base salary range is between $176,000 - $200,000. The actual base salary will vary based on various factors, including market and individual qualifications objectively assessed during the interview process. The listed range above is a guideline, and the base salary range for this role may be modified.
In addition to base salary, your compensation package may include additional components such as equity, sales incentive pay (for most sales roles), and benefits. If you're interviewing for this role, speak with your Talent Acquisition Partner to learn more about the total compensation and benefits for this role.
We strive to provide equitable and competitive benefits packages that support our employees worldwide and include:
  • Mental health, wellness & fitness benefits
  • Career coaching & support
  • Inclusive family building benefits
  • Long-term savings or retirement plans
  • In-office culinary options to cater to your dietary preferences

These are just some of the benefits we offer, and benefits may vary based on role, country, and local regulations. If you're interviewing for this role, speak with your Talent Acquisition Partner to learn more about the total compensation and benefits for this role.
#LI-Hybrid
About us
Asana is a leading platform for human + AI collaboration. Millions of teams around the world rely on Asana to achieve their most important goals, faster. Asana has been named to Fortune's Best Workplaces for 7+ years and recognized by Fast Company, Forbes, and Gartner for excellence in workplace culture and innovation. We offer an exceptional office-centric culture while adopting the best elements of hybrid models to ensure that every one of our global team members can work together effortlessly. With 13+ offices all over the world, we are always looking for individuals who care about building technology that drives positive change in the world and a culture where everyone feels that they belong.
We believe in supporting people to do their best work and thrive. Our goal is to ensure that Asana upholds an environment where all people feel that they are respected and valued, whether they are applying for an open position or working at the company. We provide equal employment opportunities to all applicants without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by law.
Join Asana's Talent Network to stay up to date on job opportunities and life at Asana.

Apply