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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Physician (Family Practice)

Company: Defense Health Agency

Location: Davis Monthan AFB, Arizona

Posted Nov 02, 2025

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Medical Director of the Pediatric Liver Transplant Program, Cohen Children’s Medical Center

Company: Northwell Health Physician Partners

Location: Queens, New York

Posted Nov 02, 2025

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Certified Nurse-Midwife | Bakersfield, CA | Flexible Scheduling | Approximately 272 sunny days per year

Company: Ob Hospitalist Group

Location: Bakersfield, California

Posted Nov 02, 2025

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Surgery - Orthopaedic Surgeon - Total Joint & Replacement - Physician - Livonia, MI

Company: Trinity Health

Location: Livonia, Michigan

Posted Nov 02, 2025

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$200k Sign On Bonus | Immediate Partnership and Equity for Oral Surgeon-South Bend, IN

Company: Oral Surgery Partners

Location: South Bend, Indiana

Posted Nov 02, 2025

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Cardiologists

Company: Providence Medical Group Northern California

Location: Northern California

Posted Nov 02, 2025

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Port Charlotte, FL Urology Job with AdventHealth

Company: Advent Medical Group West Florida

Location: Port Charlotte, Florida

Posted Nov 02, 2025

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Pediatrics Endocrinologist

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

Location: Oakland, California

Posted Nov 02, 2025

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Physician - Hematology & Oncology

Company: CHRISTUS Health

Location: Alexandria, Louisiana

Posted Nov 02, 2025

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Cardiology Intensivist, Staten Island University Hospital, Northwell Health

Company: Northwell Health Physician Partners

Location: Staten Island, New York

Posted Nov 02, 2025

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Non-Invasive Cardiologist

Company: Northwell Health Physician Partners

Location: Long Island, New York City and Westchester, New York

Posted Nov 02, 2025

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Psychiatrist Medical Director (Providence Alaska Medical Center)

Company: Providence

Location: Anchorage, Alaska

Posted Nov 02, 2025

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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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