Competitive Compensation Jobs in Multiple Locations

709,352 open positions · Updated daily

Looking for Competitive Compensation jobs in Multiple Locations? Browse our curated listings with transparent salary information to find the perfect Competitive Compensation position in the Multiple Locations area.

Public Notice for Civil Engineer (Direct Hire)

Company: Department of Transportation - Federal Aviation Administration

Location: May be filled in various FAA duty locations

Posted Sep 16, 2024

The position is being filled through direct hiring authority for the 0810 series.

Public Notice for Engineering Technicians (Direct Hire)

Company: Department of Transportation - Federal Aviation Administration

Location: May be filled in various FAA duty locations

Posted Sep 16, 2024

The position is being filled through direct hiring authority for the 0802 series.

Public Notice for Medical Officer (Direct Hire)

Company: Department of Transportation - Federal Aviation Administration

Location: May be filled in various FAA duty locations

Posted Sep 16, 2024

The position is being filled through direct hiring authority for the 0602 series.

Public Notice for Safety Engineer (Direct Hire)

Company: Department of Transportation - Federal Aviation Administration

Location: May be filled in various FAA duty locations

Posted Sep 16, 2024

The position is being filled through direct hiring authority.

Public Notice for General Engineer (Direct Hire)

Company: Department of Transportation - Federal Aviation Administration

Location: May be filled in various FAA duty locations

Posted Sep 16, 2024

The position is being filled through direct hiring authority for the 0801 series.

Public Notice for Electronics Engineer (Direct Hire)

Company: Department of Transportation - Federal Aviation Administration

Location: May be filled in various FAA duty locations

Posted Sep 16, 2024

This job announcement is for a direct hiring position in the 0855 series. The role requires US citizenship, selective service registration for males born after 12/31/1959, and a positive education requirement with engineering degree or equivalent experience. A security investigation, one-year probationary period, and pre-employment physical may be required. The position may be filled at any pay band level and duty location may be negotiable. Specialized experience is required for higher levels, including experience with data collection, analysis, engineering testing, and technical support.

Frequently Asked Questions

What are the typical salary ranges for Competitive Compensation roles at different seniority levels?
Entry‑level Compensation Analyst: $65k‑$85k; Mid‑level Analyst or Associate Manager: $95k‑$125k; Senior Manager: $135k‑$170k; Director or VP: $180k‑$225k, depending on company size and location.
What skills and certifications are essential for a career in Competitive Compensation?
Proficiency in Excel (vlookup, pivot tables), SQL queries, data visualization via Tableau or Power BI, and HCM platforms such as SAP SuccessFactors Compensation, Workday HCM, Oracle HCM. Certification-wise, Certified Compensation Professional (CCP), Society for Human Resource Management (SHRM‑CP), Certified Employee Benefit Specialist (CEBS), and HR Analytics certification from HRSA.
Is remote work common for Competitive Compensation positions?
Yes—most Compensation Analyst and Manager roles are fully remote or hybrid, especially in tech and consulting firms. Remote work is supported by cloud‑based HCM platforms and collaboration tools like Slack, Teams, and Zoom.
What career progression paths exist within Competitive Compensation?
Typical progression: Compensation Analyst → Senior Analyst → Compensation Manager → Lead Compensation Analyst/Assistant Director → Director of Compensation → Vice President of Compensation & Total Rewards. Each step adds responsibility for strategy, cross‑functional leadership, and executive stakeholder engagement.
What industry trends are shaping Competitive Compensation today?
Key trends include AI‑driven pay analytics, predictive modeling of market shifts, increasing variable‑pay blend, focus on ESG and pay equity, global pay harmonization, and the adoption of pay transparency dashboards for leadership and employees.

Related Pages