Competitive Compensation Jobs

990,389 open positions · Updated daily

Competitive Compensation roles are the engine behind today’s high‑pay tech ecosystem. With 21,705 openings, companies are actively hiring analysts, strategists, and leaders who can translate market data into actionable pay structures that win talent and drive performance.

Typical titles include Compensation Analyst, Compensation Manager, Total Rewards Lead, Equity Compensation Analyst, and Salary Benchmarking Specialist. Responsibilities span gathering benchmark data from sources like Salary.com, PayScale, and CompAnalyst, building multi‑tier pay grids, designing incentive programs, and advising executives on equity allocations.

Salary transparency is essential for Competitive Compensation professionals because it allows them to validate market benchmarks, eliminate hidden biases, and present clear, data‑driven proposals to leadership. Transparent pay data also accelerates negotiations and builds trust with hiring teams.

401(k) dental insurance disability insurance

Physician - Hematology Medical Oncology - Detroit Lakes, MN

Company: Essentia Health

Location: Detroit Lakes, Minnesota

Posted Oct 27, 2025

View Details Apply on healthecareers.com
flexible schedule malpractice insurance travel reimbursement

OB/GYN Hospitalist – Locum Tenens

Company: OBStat

Location: Tacoma, Washington

Posted Oct 27, 2025

View Details Apply on healthecareers.com
loan repayment program malpractice insurance paid time off

ENT near Raleigh NC | No Trauma | 495K Base + Uncapped Production | Epic

Company: Jackson Physician Search

Location: North Carolina

Posted Oct 27, 2025

View Details Apply on healthecareers.com
sign-on bonus relocation assistance loan repayment program

Physician: Urology

Company: St. Luke's Health System

Location: Sun Valley, Idaho

Posted Oct 27, 2025

View Details Apply on healthecareers.com
dental insurance flexible spending account health savings account

Chief, Pulmonary and Critical Care Medicine - NYC Health + Hospitals/Jacobi

Company: Physician Affiliate Group of New York

Location: Bronx, New York

Posted Oct 27, 2025

View Details Apply on healthecareers.com
sign-on bonus relocation assistance full-time

Outpatient Gastroenterology Opportunity with a Brand New Smart Hospital - Eastern Tennessee / North Georgia

Company: RosmanSearch

Location: Chattanooga, Tennessee

Posted Oct 27, 2025

View Details Apply on healthecareers.com
401(k) dental insurance disability insurance

Full-Time Advanced Practice Clinician (PA), Urgent Care

Company: Bon Secours Mercy Health

Location: Winchester, Virginia

Posted Oct 27, 2025

View Details Apply on healthecareers.com
dental insurance health insurance malpractice insurance

Physician - Pediatrician

Company: CHRISTUS Health

Location: San Antonio, Texas

Posted Oct 27, 2025

View Details Apply on healthecareers.com
loan assistance loan repayment program relocation assistance

Orthopedic Surgeon, Sports Medicine - Physician - Quad Cities (Eastern Iowa/Western Illinois) - $100,000 bonus

Company: Trinity Health

Location: Davenport, Iowa

Posted Oct 27, 2025

View Details Apply on healthecareers.com
health system full-time be or bc

Director, Division of Infectious Diseases

Company: Hackensack Meridian Health

Location: Neptune Township, New Jersey

Posted Oct 27, 2025

View Details Apply on healthecareers.com
malpractice insurance locum per diem

OB/GYN Hospitalist – Locum Tenens

Company: OBStat

Location: Lexington, Kentucky

Posted Oct 27, 2025

View Details Apply on healthecareers.com
parental leave professional growth full-time

Internal Medicine Physician - University of Pittsburgh Physicians

Company: UPMC Southwestern PA

Location: Pittsburgh, Pennsylvania

Posted Oct 27, 2025

View Details Apply on healthecareers.com

Frequently Asked Questions

What are the typical salary ranges for Competitive Compensation roles at different seniority levels?
Entry‑level Compensation Analyst salaries typically range from $70,000 to $90,000 annually. Mid‑level analysts earn $90,000 to $120,000. Senior analysts and Compensation Managers command $120,000 to $160,000. Directors of Compensation usually receive $180,000 to $250,000, with total compensation often including bonuses and equity that can push the package above $300,000 in high‑growth tech companies.
What skills and certifications are essential for a career in Competitive Compensation?
Key skills include advanced data analysis (SQL, Python, Excel, Power BI), proficiency with compensation platforms such as CompAnalyst and Salary.com, and strong business acumen to translate market data into strategy. Certifications such as Certified Compensation Professional (CCP), Compensation and Salary Management (CSM) from WorldatWork, and HRIS credentials (e.g., SAP SuccessFactors, Workday) are highly valued. Knowledge of legal compliance (EEOC, FLSA) and diversity‑equity‑inclusion metrics also strengthens candidacy.
Can Competitive Compensation positions be performed remotely?
Yes. Most Compensation Analyst, Manager, and Director roles in tech companies support fully remote or hybrid arrangements. Companies like Atlassian, GitHub, and Slack offer dedicated compensation teams that collaborate via cloud‑based tools, enabling professionals to work from any location while maintaining real‑time access to market data and executive dashboards.
What does a typical career progression look like in Competitive Compensation?
A common trajectory starts as a Compensation Analyst, advances to Senior Analyst or Compensation Specialist, then to Manager or Lead of Total Rewards. From there, professionals can move into Director of Compensation or VP of Compensation, often coupled with broader HR strategy responsibilities such as global pay strategy or talent analytics.
What are the current industry trends shaping Competitive Compensation?
Key trends include AI‑driven pay analytics that generate predictive compensation models, real‑time market data integration, ESG‑linked pay metrics, and increased focus on pay equity audits. Companies are also expanding equity compensation packages for remote talent and leveraging gig‑economy data to benchmark freelance rates. Staying current on these trends is critical for compensation leaders who want to align pay with business strategy and attract diverse talent.

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