Alternate Job Titles: Chief Compensation Executive, Top Compensation Executive, Top Executive of Compensation, Top Compensation Officer, VP, Compensation, Vice President of Compensation
How much does a Top Compensation Executive make? The median annual Top Compensation Executive salary is $183,437, as of August 03, 2017, with a range usually between $163,321-$218,023, however this can vary widely depending on a variety of factors. Our team of Certified Compensation Professionals has analyzed survey data collected from thousands of HR departments at companies of all sizes and industries to present this range of annual salaries for people with the job title Top Compensation Executive in the United States.
This chart describes the expected percentage of people who perform the job of Top Compensation Executive in the United States that make less than that annual salary. For example the median expected annual pay for a typical Top Compensation Executive in the United States is $183,437, so 50% of the people who perform the job of Top Compensation Executive in the United States are expected to make less than $183,437.
Source: HR Reported data as of August 03, 2017
This chart describes the expected percentage of people who perform the job of Top Compensation Executive that make less than that salary. For example 50% of the people who perform the job of Top Compensation Executive are expected to make less than the median.
Source: HR Reported data as of August 2017
Plans and directs compensation policies, objectives, and initiatives. Oversees the collection of wage, salary, and incentive survey data to ensure the organization's compensation programs/objectives are competitive in the current marketplace. Responsible for the design, development, and administration of all compensation programs used to attract and retain employees. Plans and administers long and short term equity programs and executive programs that drive company performance. Ensures compensation programs remain within budgetary constraints. Directs communications to employees that is clear and reinforces the value of the compensation programs. Keeps abreast of regulatory, market, and practice changes and trends. Requires a bachelor's degree. Typically reports to top management. May require CCP. Manages a departmental function within a broader corporate function. Develops major goals to support broad functional objectives. Approves policies developed within various sub-functions and departments. Typically requires 8+ years of managerial experience. Comprehensive knowledge of the overall departmental function. View full job description