Competitive Remuneration Jobs

747,646 open positions · Updated daily

Competitive Remuneration positions are the fastest‑growing segment in HR tech, with 989 active listings that pay 10–15% above the industry median. Companies in fintech, SaaS, and biotech are investing in data‑driven pay systems, using tools such as SAP SuccessFactors, Workday, and Oracle HCM to design highly competitive packages.

Typical roles include Compensation Analyst, Total Rewards Manager, and Compensation Strategy Lead. Their day‑to‑day work revolves around market benchmarking, salary modeling in Excel and Power BI, and collaborating with finance to align variable‑pay plans with corporate KPIs.

For professionals in this niche, salary transparency is not just a trend—it guarantees accurate benchmarking, reduces pay inequity, and empowers candidates to negotiate salaries that reflect the true value of their expertise.

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Full-Time Associate Physician

Company: McVay Foot & Ankle PC

Location: Colorado Springs, Colorado

Posted Nov 02, 2025

View Details Apply on healthecareers.com
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Chair, Department of Dermatology

Company: University of California Davis

Location: Sacramento, California

Posted Nov 02, 2025

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OBGYN Physician Opportunity - Phoenix, AZ (Glendale Area) - Only 4 to 5 Call shifts per month!

Company: Unified Women's Healthcare

Location: Glendale, Arizona

Posted Nov 02, 2025

View Details Apply on healthecareers.com
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Hospitalist, Per Diem - UPMC Lititz

Company: UPMC Central PA

Location: Lititz, Pennsylvania

Posted Nov 02, 2025

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part-time

Hospice Physician (Part-TIme) Opportunity

Company: Trinity Health

Location: Farmington, Michigan

Posted Nov 02, 2025

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Certified Addictions Counselor - Camp Lejeune

Company: USGP

Location: Camp Lejeune, North Carolina

Posted Nov 02, 2025

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Clinical Faculty, Assistant/Associate Program Director- OB/GYN Physician

Company: OhioHealth

Location: Columbus, Ohio

Posted Nov 02, 2025

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Ophthalmologist Glaucoma

Company: Starling Physicians

Location: New Britain, Connecticut

Posted Nov 02, 2025

View Details Apply on healthecareers.com
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Complex Spine Neurosurgeon

Company: Inova

Location: Fairfax, Virginia

Posted Nov 02, 2025

View Details Apply on healthecareers.com
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Interventional Cardiologist

Company: Lexington Clinic

Location: Lexington, Kentucky

Posted Nov 02, 2025

View Details Apply on healthecareers.com
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Neurologist

Company: Kaiser Permanente - The Permanente Medical Group, Inc. -Northern California

Location: Walnut Creek, California

Posted Nov 02, 2025

View Details Apply on healthecareers.com
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PHYSICIAN - Ophthalmology - Fargo, ND

Company: Essentia Health

Location: Fargo, North Dakota

Posted Nov 02, 2025

View Details Apply on healthecareers.com

Frequently Asked Questions

What are the typical salary ranges for Competitive Remuneration roles at different seniority levels?
Entry‑level Compensation Analyst: $70k–$90k. Mid‑level Manager: $110k–$140k. Senior Director: $160k–$190k. VP/Head of Compensation: $200k–$250k+.
What skills and certifications are most valuable for a Career in Competitive Remuneration?
Proficiency in advanced Excel (pivot tables, VBA), SQL for data extraction, Power BI/Tableau for visualization, knowledge of compensation data platforms (Salary.com, Payscale, Equilar). Certifications: Certified Compensation Professional (CCP), Global Compensation Professional (GCP), SHRM‑Certified Professional (SHRM‑CP).
Can Competitive Remuneration roles be performed remotely?
Many Compensation Analyst and Strategy Lead positions offer full‑time remote or hybrid arrangements, especially in tech and consulting firms. On‑site roles are still common in large financial institutions that require direct collaboration with payroll teams.
What career progression paths exist within Competitive Remuneration?
Typical trajectory: Compensation Analyst → Compensation Manager → Compensation Director → Vice President of Compensation & Total Rewards → Chief Human Resources Officer (CHRO) or Head of People.
What are the current industry trends impacting Competitive Remuneration?
Shift toward variable‑pay models tied to ESG metrics, use of AI for predictive pay modeling, increasing emphasis on pay equity audits, and the adoption of unified data platforms like Workday Prism Analytics.

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