Competitive Remuneration Jobs

747,716 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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Outpatient Palliative Care Physician - Bon Secours: Memorial Regional Medical Center

Company: Bon Secours Mercy Health

Location: Mechanicsville, Virginia

Posted Oct 23, 2025

View Details Apply on healthecareers.com
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Lucrative Urology Opportunity with a Supportive Physician Multi-Specialty Group in the South

Company: RosmanSearch

Location: Shreveport, Louisiana

Posted Oct 23, 2025

View Details Apply on healthecareers.com
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Emergency Department Trauma Nurse Practitioner (Weekday Coverage)

Company: Albany Medical Center

Location: Albany, New York

Posted Oct 23, 2025

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Gastroenterologist – $700,000 Starting Salary Plus $81.56 wRVU Rate – Stevens Point, Wisconsin

Company: Aspirus Health

Location: Stevens Point, Wisconsin

Posted Oct 23, 2025

View Details Apply on healthecareers.com
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RN CASE MANAGER - SUMMERLIN HOSPITAL (PER DIEM)

Company: The Valley Health System

Location: Las Vegas, Nevada

Posted Oct 23, 2025

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Inpatient Psychiatric Medical Director in Columbus, OH

Company: Trinity Health

Location: Columbus, Ohio

Posted Oct 23, 2025

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Full-Time Physician Assistant (PA) - Emergency Department - Saint Louis, MO

Company: SSM Health

Location: Saint Louis, Missouri

Posted Oct 23, 2025

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Nurse Practitioner Family Medicine (Providence Medical Group - Western Montana)

Company: Providence

Location: Missoula, Montana

Posted Oct 23, 2025

View Details Apply on healthecareers.com
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REGISTERED NURSE - FIRST ASSIST (CERT), Per Diem

Company: Northern Nevada Health System

Location: Reno, Nevada

Posted Oct 23, 2025

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OB/GYN Opportunities Available in Chicagoland, Illinois ($2K Month Resident Stipend Available)

Company: Duly Health and Care

Location: Elk Grove, Olympia Fields, and Naperville IL

Posted Oct 23, 2025

View Details Apply on healthecareers.com
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Stunning Coastal Community in Exeter, New Hampshire Seeks Gastroenterologist

Company: RosmanSearch

Location: Exeter, New Hampshire

Posted Oct 23, 2025

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OB/GYN Full Scope Locums Job in Wisconsin

Company: OBStat

Location: Prairie du Chien, Wisconsin

Posted Oct 23, 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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