Entry Level Compensation Partner Jobs
New grad compensation partner jobs welcome recent graduates and entry level candidates with zero to two years of experience, where a strong internship background or hands-on coursework in HR analytics or rewards can matter more than a long resume. Most openings are on-site roles across Technology & Software, Insurance, and Staffing & Recruiting, with employers like Jobot, Comcast, and AIG hiring at this level now.
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INTRODUCTION
The Senior Compensation Analyst is responsible for complex analysis, design, development and implementation of market competitive compensation programs, policies, and practices. The incumbent advises managers, recruiters and HR business partners on compensation decisions including base pay, bonus, job levelling and FLSA classification. The incumbent also designs, implements and administers processes for a range of compensation-related matters.
ROLE AND RESPONSIBILITIES
Principal Accountabilities:
- Administer the compensation planning and bonus processes, including the annual and mid-year promotion processes. Manage system set-up, create reports for division leadership, coordinate deliverables and ensure managers are adhering to timelines. Analyze preliminary planning decisions and guide managers on allocating compensation for their teams.
- Advise recruiters, HR business partners and all levels of managers on ad/hoc compensation matters. Advise on individual pay decisions, as well as on interpreting and applying compensation policies and practices.
- Conduct complex analysis and modelling for the design and development of market competitive compensation programs, policies and practices.
- Conduct job evaluations and provide recommendations to management for organizational levelling and FLSA classification. Partner with managers to gain a thorough understanding of the job being evaluated; summarize and evaluate responsibilities - measure and interpret responsibilities against role competencies and/or FLSA criteria.
- Conduct market surveys and benchmarking analysis. Complete survey submissions; evaluate and interpret survey results; and apply survey and other benchmark data in setting compensation ranges for individual roles.
- Develop and present compensation-related communications and training.
- Lead Compensation systems related projects (e.g., participation in the design and implementation of Peoplesoft modules, Business Objects set-up and report design, etc.)
BASIC QUALIFICATIONS
- Strong Microsoft Excel, office and other database skills.
- Experience with Peoplesoft and compensation planning tools.
INTRODUCTION
The Senior Compensation Analyst is responsible for complex analysis, design, development and implementation of market competitive compensation programs, policies, and practices. The incumbent advises managers, recruiters and HR business partners on compensation decisions including base pay, bonus, job levelling and FLSA classification. The incumbent also designs, implements and administers processes for a range of compensation-related matters.
ROLE AND RESPONSIBILITIES
Principal Accountabilities:
- Administer the compensation planning and bonus processes, including the annual and mid-year promotion processes. Manage system set-up, create reports for division leadership, coordinate deliverables and ensure managers are adhering to timelines. Analyze preliminary planning decisions and guide managers on allocating compensation for their teams.
- Advise recruiters, HR business partners and all levels of managers on ad/hoc compensation matters. Advise on individual pay decisions, as well as on interpreting and applying compensation policies and practices.
- Conduct complex analysis and modelling for the design and development of market competitive compensation programs, policies and practices.
- Conduct job evaluations and provide recommendations to management for organizational levelling and FLSA classification. Partner with managers to gain a thorough understanding of the job being evaluated; summarize and evaluate responsibilities - measure and interpret responsibilities against role competencies and/or FLSA criteria.
- Conduct market surveys and benchmarking analysis. Complete survey submissions; evaluate and interpret survey results; and apply survey and other benchmark data in setting compensation ranges for individual roles.
- Develop and present compensation-related communications and training.
- Lead Compensation systems related projects (e.g., participation in the design and implementation of Peoplesoft modules, Business Objects set-up and report design, etc.)
BASIC QUALIFICATIONS
- Strong Microsoft Excel, office and other database skills.
- Experience with Peoplesoft and compensation planning tools.
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Who's Hiring
Top Industries Hiring
- Technology & Software
- Insurance
- Staffing & Recruiting
- Healthcare & Medical Services
- Non-Profit & Social Services
Entry Level Compensation Partner Jobs: Frequently Asked Questions
How do I get an entry level compensation partner job?
Start by building familiarity with compensation fundamentals: job evaluation, salary benchmarking, and total rewards principles. Coursework in HR, finance, or business analytics is a strong foundation, and any internship or project involving pay data, HRIS systems, or workforce reporting gives you a concrete edge. Tailoring your resume to highlight analytical skills and attention to detail signals readiness to hiring teams at this level.
Which companies hire entry level compensation partners?
Companies hiring entry level compensation partners right now include Jobot, Comcast, and AIG, based on current listings on Migrate Mate as of November 2026. At this level, hiring tends to come from mid-size to large employers with dedicated HR or total rewards teams that have the structure to onboard and develop junior compensation professionals.
Are there remote entry level compensation partner jobs?
Yes, though on-site roles remain common at this stage. About 48% of entry level compensation partner openings are remote or hybrid as of November 2026, making flexibility more accessible than it once was for new professionals. Remote roles often still expect occasional in-office collaboration, so candidates in major metro areas tend to have the most options.
Are these new grad compensation partner jobs?
Yes, many of these listings are new grad and junior compensation partner roles aimed at recent graduates or candidates early in their careers. A new grad friendly posting typically welcomes zero to two years of experience, accepts internships or academic projects as qualifying background, and does not require prior compensation-specific titles. Look for language like "entry level," "recent grad," or "will train" in the job description.
Which industries hire the most entry level compensation partners?
Entry Level compensation partner roles concentrate in Technology & Software, Insurance, and Staffing & Recruiting, based on current listings on Migrate Mate as of November 2026. These sectors tend to drive hiring at this level because they maintain large, structured workforces that require dedicated compensation support and have the HR infrastructure to bring in junior talent and develop it on the job.