The salary of a Compensation Supervisor 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 Supervisor in the United States is $131,010. According to Salary.com, salaries can range from a low of $99,514 to a high of $163,189, with most professionals earning between $114,524 and $147,854.
| Annual Salary |
Monthly Pay |
Weekly Pay |
Hourly Wage |
|
| 75th Percentile | $147,854 | $12,321 | $2,843 | $71 |
| Average | $131,010 | $10,918 | $2,519 | $63 |
| 25th Percentile | $114,524 | $9,544 | $2,202 | $55 |
An entry-level Compensation Supervisor with less than 1 year of experience earns about $121,525. With 1-2 years of experience, the average salary increases to $122,249. For 2-4 years of experience, the pay typically rises to $125,866. Senior-level professionals with 5-8 years of experience earn around $131,836, and those with over 8 years of experience can expect an average of $133,851.
| Levels | Salary |
|---|---|
| Entry Level Compensation Supervisor | $121,525 |
| Intermediate Level Compensation Supervisor | $122,249 |
| Senior Level Compensation Supervisor | $125,866 |
| Specialist Level Compensation Supervisor | $131,836 |
| Expert Level Compensation Supervisor | $133,851 |
| Entry Level | 7% |
| Mid Level | 7% |
| Senior Level | 4% |
| Top Level | 1% |
| 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 Supervisor compensation over the past six years. For example, the median salary increased from $106,612 in 2023 to approximately $108,485 in 2024. (For a detailed analysis of Compensation Supervisor 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 Supervisor information for you to search for. Click on search button below to see Compensation Supervisor job openings or enter a new job title here.
Here are companies hiring for Compensation Supervisor and their salaries, click below for more details.
| Core Compensation | ||||
| Core Compensation | Median | % of Total | ||
| Base Salary | $131,010 | 68.8% | ||
| Bonus | $7,300 | 3.8% | ||
| Value of Benefits | ||||
| Core Compensation | Median | % of Total | ||
| Social Security | $10,581 | 5.6% | ||
| 401K/403B | $5,809 | 3.1% | ||
| Disability | $2,766 | 1.5% | ||
| Healthcare | $8,352 | 4.4% | ||
| Pension | $7,469 | 3.9% | ||
| Time Off | $17,023 | 8.9% | ||
| Total Compensation | $190,310 | 100% | ||
| Degree Level | % of user with this level of education |
|---|---|
| Bachelors | 40.0% |
| Masters | 60.0% |
What Am I Worth?
The average annual salary of Compensation Supervisor is $131,010. In case you are finding an easy salary calculator, the average hourly pay of Compensation Supervisor is $63; the average weekly pay of Compensation Supervisor is $2,519; the average monthly pay of Compensation Supervisor is $10,918.
A Compensation Supervisor'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 Supervisor earns the most in San Jose, CA, where the annual salary of a Compensation Supervisor is $164,418.
The highest pay for Compensation Supervisor is $163,189.
The lowest pay for Compensation Supervisor is $99,514.
Compensation Supervisor supervises a team working on compensation plans and programs and related analysis. Oversees common compensation projects, including survey participation, job evaluation, salary structure development, incentive plan design, pay program administration and other associated initiatives. Being a Compensation Supervisor ensures that compensation plans and programs are consistent with organizational policies and all applicable federal and state laws. Maintains salary structures and company compensation policies. Additionally, Compensation Supervisor is responsible for survey participation and compensation analysis. Requires a bachelor's degree. May require a Certified Compensation Professional (CCP) certification. Typically reports to a manager. The Compensation Supervisor supervises a group of primarily para-professional level staffs. May also be a level above a supervisor within high volume administrative/ production environments. Makes day-to-day decisions within or for a group/small department. Has some authority for personnel actions. To be a Compensation Supervisor typically requires 3-5 years experience in the related area as an individual contributor. Thorough knowledge of functional area and department processes.
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.
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.
Cadence: In Western musical theory, a cadence is the end of a phrase in which the melody or harmony creates a sense of resolution.
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.
