The salary of a Compensation Senior Manager in the United States varies depending on several factors, including experience, location, education level, marketing trend and company sizes.
As of March 01, 2025, the average annual salary for a Compensation Senior Manager in the United States is $179,860. Salary.com reports that pay typically ranges from $161,572 to $199,530, with most professionals earning between $144,922 and $217,438.
| Annual Salary |
Monthly Pay |
Weekly Pay |
Hourly Wage |
|
| 75th Percentile | $199,530 | $16,627 | $3,837 | $96 |
| Average | $179,860 | $14,988 | $3,459 | $86 |
| 25th Percentile | $161,572 | $13,464 | $3,107 | $78 |
An entry-level Compensation Senior Manager with less than 1 year of experience earns about $167,323. With 1-2 years of experience, the average salary increases to $168,961. For 2-4 years of experience, the pay typically rises to $171,144. Senior-level professionals with 5-8 years of experience earn around $173,874, and those with over 8 years of experience can expect an average of $176,603.
| Levels | Salary |
|---|---|
| Entry Level Compensation Senior Manager | $167,323 |
| Intermediate Level Compensation Senior Manager | $168,961 |
| Senior Level Compensation Senior Manager | $171,144 |
| Specialist Level Compensation Senior Manager | $173,874 |
| Expert Level Compensation Senior Manager | $176,603 |
| Entry Level | 7% |
| Mid Level | 6% |
| Senior Level | 5% |
| Top Level | 3% |
| Experienced | 2% |
Salaries in the United States differ widely between states due to factors like cost of living, local economies, and industry presence.
What Am I Worth?
Salaries in the United States can vary greatly between cities due to factors like cost of living, local economies, and industry presence.
As of March 01, 2025, our research reveals a significant shift in Compensation Senior Manager compensation over the past six years. For example, the median salary increased from $157,016 in 2023 to approximately $157,837 in 2024. (For a detailed analysis of Compensation Senior Manager salary trends, click here.)
Key factors like location, experience, industry demand, and economic growth significantly influence salary variations, making them important to consider.
Salary.com job board provides millions of Compensation Senior Manager information for you to search for. Click on search button below to see Compensation Senior Manager job openings or enter a new job title here.
Here are companies hiring for Compensation Senior Manager and their salaries, click below for more details.
| Core Compensation | ||||
| Core Compensation | Median | % of Total | ||
| Base Salary | $179,860 | 64.9% | ||
| Bonus | $26,315 | 9.5% | ||
| Value of Benefits | ||||
| Core Compensation | Median | % of Total | ||
| Social Security | $13,443 | 4.8% | ||
| 401K/403B | $8,659 | 3.1% | ||
| Disability | $4,124 | 1.5% | ||
| Healthcare | $8,352 | 3.0% | ||
| Pension | $11,133 | 4.0% | ||
| Time Off | $25,375 | 9.2% | ||
| Total Compensation | $277,262 | 100% | ||
| Degree Level | % of user with this level of education |
|---|---|
| No Diploma | 1.7% |
| Associates | 1.7% |
| Bachelors | 42.9% |
| Masters | 47.9% |
| Doctorate | 5.9% |
What Am I Worth?
The average annual salary of Compensation Senior Manager is $179,860. In case you are finding an easy salary calculator, the average hourly pay of Compensation Senior Manager is $86; the average weekly pay of Compensation Senior Manager is $3,459; the average monthly pay of Compensation Senior Manager is $14,988.
A Compensation Senior Manager's earning potential can vary widely depending on several factors, including location, industry, experience, education, and the specific employer. According to the latest salary data by Salary.com, a Compensation Senior Manager earns the most in San Jose, CA, where the annual salary of a Compensation Senior Manager is $225,725.
The highest pay for Compensation Senior Manager is $217,438.
The lowest pay for Compensation Senior Manager is $144,922.
Compensation Senior Manager is responsible for the design, implementation, and ongoing evaluation of the organization's compensation programs, including base pay, incentive pay, and performance management programs. Leads the compensation function and works with senior management to ensure that compensation strategy and programs support the organization's business objectives, meet all legal requirements, and deliver value and equitable pay. Being a Compensation Senior Manager develops compensation budget for assigned areas and manages budget after it is approved. Establishes data collection and analysis processes for market, pay equity, and other compensation studies. Additionally, Compensation Senior Manager may be responsible for entire organization or for one or more major segments of a larger organization. Requires a bachelor's degree. May require a Certified Compensation Professional (CCP) certification. Typically reports to a head of a unit/department. The Compensation Senior Manager typically manages through subordinate managers and professionals in larger groups of moderate complexity. Provides input to strategic decisions that affect the functional area of responsibility. May give input into developing the budget. To be a Compensation Senior Manager typically requires 3+ years of managerial experience. Capable of resolving escalated issues arising from operations and requiring coordination with other departments.
Specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.
Leadership: Knowledge of and ability to employ effective strategies that motivate and guide other members within our business to achieve optimum results.
Employment Authorization:
Continuous Improvement: A continual improvement process, also often called a continuous improvement process (abbreviated as CIP or CI), is an ongoing effort to improve products, services, or processes. These efforts can seek "incremental" improvement over time or "breakthrough" improvement all at once. Delivery (customer valued) processes are constantly evaluated and improved in the light of their efficiency, effectiveness and flexibility. Some see CIPs as a meta-process for most management systems (such as business process management, quality management, project management, and program management). W. Edwards Deming, a pioneer of the field, saw it as part of the 'system' whereby feedback from the process and customer were evaluated against organisational goals. The fact that it can be called a management process does not mean that it needs to be executed by 'management'; but rather merely that it makes decisions about the implementation of the delivery process and the design of the delivery process itself.
Salary.com provides salary estimates, histograms, trends, and comparisons using data from employer job postings and third-party sources.
We offer detailed salary information across multiple percentiles for your reference. (Click here to learn Why the Salary Midpoint Formula Is Crucial for Achieving Pay Equity.)
With the most extensive online, real-time compensation data available, Salary.com helps you pinpoint your exact pay target.
