Competitive Compensation Jobs

990,701 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.

continuing education credits dental insurance employer-matched 401(k) plan

Dermatologist

Company: Dermatology of Seattle & Bellevue

Location: Bellevue, Washington

Posted Oct 26, 2025

View Details Apply on healthecareers.com
403(b) dental insurance health insurance

Neurology - Outpatient Opportunity

Company: Trinity Health

Location: Boise, Idaho

Posted Oct 26, 2025

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

Obstetrician/Gynecologist

Company: Rochester Regional Health

Location: Rochester, New York

Posted Oct 26, 2025

View Details Apply on healthecareers.com
sign-on bonus full-time 401(k)

CPMG Physician Urology - Four-Day Work Week! $75K Sign-On Bonus

Company: Kaiser Permanente Colorado

Location: Denver, Colorado

Posted Oct 26, 2025

View Details Apply on healthecareers.com
health system part-time

Oral Surgeon

Company: The Smilist

Location: Sewell, New Jersey

Posted Oct 26, 2025

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

Urology Physician Recruitment: Interest in General Urology in Baltimore, Maryland.

Company: Mercy Medical Center

Location: Baltimore, Maryland

Posted Oct 26, 2025

View Details Apply on healthecareers.com
partner opportunity relocation assistance sign-on bonus

Interventional Pain Management | Louisiana | Partnership | ASC ownership

Company: Jackson Physician Search

Location: Louisiana

Posted Oct 26, 2025

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

Physician - Dermatology - Duluth, MN

Company: Essentia Health

Location: Duluth, Minnesota

Posted Oct 26, 2025

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

Hematology/Oncology Practice w/No Call Southern IL - Academic/Community Hybrid Opportunity

Company: SSM Health

Location: Mount Vernon, Illinois

Posted Oct 26, 2025

View Details Apply on healthecareers.com
continuing education credits flexible schedule license reimbursement

Dermatologist in Physician-Owned Private Practice

Company: Carolina Dermatology and Skin Cancer Surgery

Location: Wilmington, North Carolina

Posted Oct 26, 2025

View Details Apply on healthecareers.com
parental leave tuition reimbursement new grad

Mount Sinai Doctors Medical Group is currently seeking Endocrinologists to join its practices in Manhattan, Brooklyn and Westchester!

Company: Mount Sinai Health System

Location: Manhattan, Brooklyn and Westchester, New York

Posted Oct 26, 2025

View Details Apply on healthecareers.com
403(b) 457(b) wellness program

Non-Invasive Cardiologist - Fenton, MO

Company: SSM Health

Location: Saint Louis, Missouri

Posted Oct 26, 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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