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Compensation Manager in Dayton, OH

Compensation Manager Job Description

Leads the organization’s compensation strategy to attract, retain, and motivate talent in a competitive job market. Develops and implements compensation policies and programs aligned with company objectives and industry trends. Conducts regular market analyses and salary surveys to ensure competitive pay practices. Manages performance-based compensation systems, including bonus and incentive plans, and collaborates with leadership to design job descriptions and evaluate roles. Ensures compliance with federal, state, and local regulations, including ERISA and other relevant legislation.Requires strong analytical skills, proficiency in HR and financial software, and in-depth knowledge of compensation best practices. Excellence in communication, negotiation, and project management is essential, as is the ability to work cross-functionally and handle sensitive information. A bachelor’s degree in human resources or a related field is typically preferred.

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Salary for Compensation Manager in Dayton, OH
71550 - 103500
Low
71550
The candidate is new to the role or has limited experience and is building necessary skills.
Mid
85500
The candidate has moderate experience in the role, meets most requirements or has equivalent transferable skills, and may also have relevant certifications.
High
103500
The candidate has extensive experience and advanced skills for the role, and may also have specialized certifications.
Projected salaries for related positions Job title Low Mid High Director of Total Rewards 97200 117900 137250 Compensation Analyst 55575 63675 77175 Benefits Manager 65475 81450 101700 Benefits Specialist 43200 58050 71325 Stock Administrator 56475 64575 82575

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Our starting salary projections come from a rigorous, multistep process so that our numbers accurately reflect the marketplace. They are based on actual compensation for professionals Robert Half has matched with employers across the country and third-party job posting data from Textkernel that we use to independently validate the salary levels. Starting compensation—pay for someone new to a role—can vary significantly based on a candidate’s skills, experience and certifications, as well as other factors including industry, company size and revenue, and demand for the role. To reflect this variability, we report our salary data in three levels: low, mid and high.