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.

health system full-time + 1 tags

Physician Assistant, Acute Care - Hospitalist - Nocturnist

Company: Reid Health

Location: Richmond, Indiana

Posted Oct 27, 2025

View Details Apply on healthecareers.com
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Malignant Hematology Clinical Investigator Faculty Physician

Company: Loma Linda University Faculty Medical Group

Location: Loma Linda, California

Posted Oct 27, 2025

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Infectious Disease Physician

Company: Inland Valley Infectious Disease Medical Group

Location: Claremont, California

Posted Oct 27, 2025

View Details Apply on healthecareers.com
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Laryngologist – Full Time

Company: Kaiser Permanente – Southern California Permanente Medical Group

Location: West Los Angeles, California

Posted Oct 27, 2025

View Details Apply on healthecareers.com
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Obstetrics and Gynecology Physician

Company: HCA Healthcare

Location: Round Rock, Texas

Posted Oct 27, 2025

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OB/GYN Hospitalist – Locum Tenens

Company: OBStat

Location: Santa Fe, New Mexico

Posted Oct 27, 2025

View Details Apply on healthecareers.com
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Oral & Maxillofacial Surgeon – Columbus, Ohio

Company: Northeast Oral & Maxillofacial Surgery

Location: Columbus, Ohio

Posted Oct 27, 2025

View Details Apply on healthecareers.com
401(k) continuing education credits dental insurance

Urologist

Company: Urology Group of Western New England

Location: Northampton, Massachusetts

Posted Oct 27, 2025

View Details Apply on healthecareers.com
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Certified Nurse Assistant

Company: Wexford Health Sources

Location: Hagerman, New Mexico

Posted Oct 27, 2025

View Details Apply on healthecareers.com
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Breast Surgeon

Company: Prisma Health

Location: Columbia, South Carolina

Posted Oct 27, 2025

View Details Apply on healthecareers.com
full-time

General Urology and Urologic Oncology

Company: UPMC Southwestern PA

Location: Pittsburgh, Pennsylvania

Posted Oct 27, 2025

View Details Apply on healthecareers.com
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Manhattan, NYC: IM for 100% OP. Large MSG. Offices in Manhattan, LI & boroughs of NYC. M - F. 9-5. No Call. Starting base salary range: $225K - $275K.

Company: Anapol Enterprises, LLC

Location: Manhattan, New York City

Posted Oct 27, 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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