Executive Compensation Jobs in California
Executive Compensation jobs in California are among the most active in the country, concentrated in technology, entertainment, financial services, and healthcare, with openings ranging from analyst and specialist roles through director and vice president of total rewards. The deepest hiring markets are San Francisco, Los Angeles, and San Jose, where companies like Apple, Wells Fargo, and Kaiser Permanente maintain large compensation functions. The most in-demand specialties are equity plan administration, executive pay benchmarking, and SEC disclosure and proxy support. Find a role that fits below and apply directly.
Find Executive Compensation JobsOverview
Showing 5 of 17+ Executive Compensation jobs
About the Role
Power Integrations is seeking a modern, analytically strong, and highly polished Total Rewards leader to help shape the next generation of rewards across our global organization.
This role is ideal for an emerging leader with strong upward potential who combines deep compensation expertise with executive presence, business acumen, and a passion for leveraging technology, AI, and data-driven insights to modernize how rewards programs are designed and delivered.
Reporting to the VP, Total Rewards & People Operations, this highly visible role will support executive compensation, Board and Compensation Committee governance, global market benchmarking, job architecture, pay equity, benefits strategy, and enterprise-wide compensation initiatives.
The successful candidate will serve as a trusted advisor to leaders globally while helping evolve a modern, scalable, and employee-centric Total Rewards function that aligns with our business strategy and growth ambitions.
This is not a traditional compensation operations role. We are looking for a strategic thinker, builder, and collaborative partner who is energized by solving complex business challenges, leveraging modern technologies, and creating innovative approaches to rewards.
Compensation Strategy & Business Partnership
- Design, implement, and evolve global compensation strategies, frameworks, and programs aligned to business priorities, market competitiveness, and organizational growth
- Serve as a trusted advisor to HR Business Partners and business leaders on compensation decisions, organizational leveling, promotions, market positioning, retention strategies, and workforce planning
- Lead annual compensation cycles including merit, bonus, and equity planning processes in partnership with HR, Finance, and business leadership
- Develop practical compensation guidelines, tools, and frameworks that improve consistency, transparency, and manager decision-making
- Conduct global market benchmarking and competitive analysis to support compensation strategy and organizational decisions
Executive Compensation, Governance & Board Support
- Support executive compensation strategy, governance, and Board readiness activities in partnership with the CHRO and executive leadership team
- Prepare Compensation Committee and Board-level materials including executive compensation analyses, market benchmarking, equity utilization, and governance presentations
- Partner with external compensation consultants and survey providers to deliver market-informed recommendations and insights
- Support proxy-related compensation analysis and governance activities, including compensation disclosures and regulatory considerations
- Collaborate with Talent, HR Business Partners, Legal, Finance, and external advisors to deliver integrated executive compensation and Total Rewards programs aligned to global business priorities
- Contribute to mergers and acquisitions activities, including compensation due diligence, integration planning, retention strategies, and rewards harmonization as needed
Job Architecture, Career Frameworks & Pay Equity
- Lead the development, implementation, and ongoing evolution of global job architecture, leveling frameworks, and salary structures
- Partner across the organization to ensure consistency, scalability, and alignment of career frameworks globally
- Lead global pay equity analyses, remediation planning, and ongoing monitoring
- Support compensation governance practices that ensure rewards programs are equitable, competitive, and aligned to company values and public-company standards
Equity, Recognition & Benefits Strategy
- Support the design and administration of executive and broad-based equity programs, including new hire grants, refresh cycles, retention awards, and long-term incentive strategies
- Partner with Finance and Legal on equity planning, dilution analysis, burn rate management, and governance considerations
- Develop and evolve global recognition programs that reinforce performance, innovation, collaboration, and company values
- Lead global benefits strategy in partnership with brokers, vendors, Finance, and regional stakeholders to ensure programs are competitive, scalable, compliant, and employee-centered
- Improve employee understanding and communication of compensation, equity, benefits, and recognition programs
Sales Incentive & Variable Pay Support
- Partner closely with Sales Leadership, Finance, and Sales Operations to support the design, analysis, and evolution of global sales incentive programs
- Support incentive modeling, payout analysis, quota alignment, and plan effectiveness reviews
- Help ensure sales compensation programs align to business strategy, growth priorities, profitability goals, and desired performance outcomes
- Support annual plan refresh cycles, governance reviews, and market benchmarking for sales compensation programs
Systems, Analytics & AI-Enabled Modernization
- Partner with People Technology and HR Operations to modernize Total Rewards processes, systems, and workflows
- Serve as a key partner in the implementation and optimization of Workday Advanced Compensation and related technologies
- Leverage analytics, automation, AI-enabled insights, and modern digital tools to improve decision-making, efficiency, scalability, and employee experience
- Build dashboards, modeling tools, and predictive insights to support leadership and workforce decisions
- Continuously identify opportunities to modernize and simplify rewards operations through innovative technologies and data-driven approaches
Who Thrives in This Role
- An emerging leader with strong learning agility and upward potential
- Highly polished and comfortable interacting with senior executives and Board-level materials
- A strategic thinker who also enjoys building and operationalizing programs
- Analytical, systems-oriented, and intellectually curious
- Passionate about AI, automation, and modern ways of working
- A collaborative partner who builds trust quickly and communicates with clarity and confidence
- Energized by solving complex compensation and organizational challenges in a lean, high-impact environment
Qualifications
- 7–12+ years of progressive Total Rewards experience within global technology, semiconductor, or high-growth environments
- Strong expertise in compensation strategy, executive compensation, and global market benchmarking
- Experience preparing executive-level and Compensation Committee materials
- Hands-on experience designing and implementing job architecture and leveling frameworks
- Experience supporting pay equity analysis and compensation governance initiatives
- Familiarity with equity programs, executive compensation governance, and public-company practices
- Experience supporting sales incentive and variable pay programs in partnership with Finance and Sales Operations
- Strong systems orientation with experience leveraging Workday Advanced Compensation or similar platforms
- Demonstrated interest in AI, automation, analytics, and digital transformation within HR and Total Rewards
- Excellent analytical, modeling, communication, and presentation skills
- Strong executive presence with the ability to simplify complex topics and influence decisions across all levels of the organization
- Ability to operate effectively in a fast-paced, evolving, and highly collaborative environment
About the Role
Power Integrations is seeking a modern, analytically strong, and highly polished Total Rewards leader to help shape the next generation of rewards across our global organization.
This role is ideal for an emerging leader with strong upward potential who combines deep compensation expertise with executive presence, business acumen, and a passion for leveraging technology, AI, and data-driven insights to modernize how rewards programs are designed and delivered.
Reporting to the VP, Total Rewards & People Operations, this highly visible role will support executive compensation, Board and Compensation Committee governance, global market benchmarking, job architecture, pay equity, benefits strategy, and enterprise-wide compensation initiatives.
The successful candidate will serve as a trusted advisor to leaders globally while helping evolve a modern, scalable, and employee-centric Total Rewards function that aligns with our business strategy and growth ambitions.
This is not a traditional compensation operations role. We are looking for a strategic thinker, builder, and collaborative partner who is energized by solving complex business challenges, leveraging modern technologies, and creating innovative approaches to rewards.
Compensation Strategy & Business Partnership
- Design, implement, and evolve global compensation strategies, frameworks, and programs aligned to business priorities, market competitiveness, and organizational growth
- Serve as a trusted advisor to HR Business Partners and business leaders on compensation decisions, organizational leveling, promotions, market positioning, retention strategies, and workforce planning
- Lead annual compensation cycles including merit, bonus, and equity planning processes in partnership with HR, Finance, and business leadership
- Develop practical compensation guidelines, tools, and frameworks that improve consistency, transparency, and manager decision-making
- Conduct global market benchmarking and competitive analysis to support compensation strategy and organizational decisions
Executive Compensation, Governance & Board Support
- Support executive compensation strategy, governance, and Board readiness activities in partnership with the CHRO and executive leadership team
- Prepare Compensation Committee and Board-level materials including executive compensation analyses, market benchmarking, equity utilization, and governance presentations
- Partner with external compensation consultants and survey providers to deliver market-informed recommendations and insights
- Support proxy-related compensation analysis and governance activities, including compensation disclosures and regulatory considerations
- Collaborate with Talent, HR Business Partners, Legal, Finance, and external advisors to deliver integrated executive compensation and Total Rewards programs aligned to global business priorities
- Contribute to mergers and acquisitions activities, including compensation due diligence, integration planning, retention strategies, and rewards harmonization as needed
Job Architecture, Career Frameworks & Pay Equity
- Lead the development, implementation, and ongoing evolution of global job architecture, leveling frameworks, and salary structures
- Partner across the organization to ensure consistency, scalability, and alignment of career frameworks globally
- Lead global pay equity analyses, remediation planning, and ongoing monitoring
- Support compensation governance practices that ensure rewards programs are equitable, competitive, and aligned to company values and public-company standards
Equity, Recognition & Benefits Strategy
- Support the design and administration of executive and broad-based equity programs, including new hire grants, refresh cycles, retention awards, and long-term incentive strategies
- Partner with Finance and Legal on equity planning, dilution analysis, burn rate management, and governance considerations
- Develop and evolve global recognition programs that reinforce performance, innovation, collaboration, and company values
- Lead global benefits strategy in partnership with brokers, vendors, Finance, and regional stakeholders to ensure programs are competitive, scalable, compliant, and employee-centered
- Improve employee understanding and communication of compensation, equity, benefits, and recognition programs
Sales Incentive & Variable Pay Support
- Partner closely with Sales Leadership, Finance, and Sales Operations to support the design, analysis, and evolution of global sales incentive programs
- Support incentive modeling, payout analysis, quota alignment, and plan effectiveness reviews
- Help ensure sales compensation programs align to business strategy, growth priorities, profitability goals, and desired performance outcomes
- Support annual plan refresh cycles, governance reviews, and market benchmarking for sales compensation programs
Systems, Analytics & AI-Enabled Modernization
- Partner with People Technology and HR Operations to modernize Total Rewards processes, systems, and workflows
- Serve as a key partner in the implementation and optimization of Workday Advanced Compensation and related technologies
- Leverage analytics, automation, AI-enabled insights, and modern digital tools to improve decision-making, efficiency, scalability, and employee experience
- Build dashboards, modeling tools, and predictive insights to support leadership and workforce decisions
- Continuously identify opportunities to modernize and simplify rewards operations through innovative technologies and data-driven approaches
Who Thrives in This Role
- An emerging leader with strong learning agility and upward potential
- Highly polished and comfortable interacting with senior executives and Board-level materials
- A strategic thinker who also enjoys building and operationalizing programs
- Analytical, systems-oriented, and intellectually curious
- Passionate about AI, automation, and modern ways of working
- A collaborative partner who builds trust quickly and communicates with clarity and confidence
- Energized by solving complex compensation and organizational challenges in a lean, high-impact environment
Qualifications
- 7–12+ years of progressive Total Rewards experience within global technology, semiconductor, or high-growth environments
- Strong expertise in compensation strategy, executive compensation, and global market benchmarking
- Experience preparing executive-level and Compensation Committee materials
- Hands-on experience designing and implementing job architecture and leveling frameworks
- Experience supporting pay equity analysis and compensation governance initiatives
- Familiarity with equity programs, executive compensation governance, and public-company practices
- Experience supporting sales incentive and variable pay programs in partnership with Finance and Sales Operations
- Strong systems orientation with experience leveraging Workday Advanced Compensation or similar platforms
- Demonstrated interest in AI, automation, analytics, and digital transformation within HR and Total Rewards
- Excellent analytical, modeling, communication, and presentation skills
- Strong executive presence with the ability to simplify complex topics and influence decisions across all levels of the organization
- Ability to operate effectively in a fast-paced, evolving, and highly collaborative environment
See All 17 Executive Compensation Jobs in California
Find roles in California that match your experience and apply in just a few clicks.
Find Executive Compensation JobsExecutive Compensation Jobs by City in California
Where California roles are concentrated, by current openings.
Executive Compensation Job Market in California
A snapshot from current California openings, updated as new roles post.
Who's Hiring
- Target8
- Mercer3
- Power Integrations1
- SanDisk1
- Tailored Brands1
Top Industries Hiring
- Retail9
- Consulting & Professional Services3
- Insurance3
- Electronics & Hardware2
- Biotechnology & Pharmaceuticals1
What California Employers Look For
The qualifications that appear most often in executive compensation jobs across California.
- Bachelor's degree in human resources, finance, business, or a closely related field
- Certified Compensation Professional designation from WorldatWork strongly preferred
- Hands-on experience with equity compensation platforms such as Shareworks or Carta
- Working knowledge of SEC executive compensation disclosure and proxy statement requirements
- Proficiency in compensation benchmarking using Radford, Mercer, or equivalent survey data
- Experience supporting Compensation Committee reporting and board-level materials
Executive Compensation Jobs in California: Frequently Asked Questions
How do you become a executive compensation in California?
Most executive compensation roles in California require a bachelor's degree in human resources, finance, or business, followed by experience in broad-based or executive pay programs. California does not issue a state license for this specialty, but the Certified Compensation Professional credential from WorldatWork is the recognized standard employers look for. Many professionals start in HR generalist or total rewards analyst roles before moving into the executive compensation function.
How much do executive compensations make in California?
Executive compensations in California earn a median of about $166,730 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $105,840 for the lowest 10% to over $289,910 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire executive compensations in California?
Employers hiring executive compensations in California right now include Target, Mercer, and Power Integrations, based on current listings on Migrate Mate as of June 2026. California's density of publicly traded technology, media, and financial services companies creates steady demand for professionals who understand equity awards, proxy disclosure, and Compensation Committee governance.
Which California cities have the most executive compensation jobs?
Los Angeles, San Francisco, and Calabasas Hills have the most executive compensation openings in California. San Francisco and San Jose are driven by the concentration of publicly traded technology companies that rely heavily on equity-heavy executive pay structures, while Los Angeles reflects large entertainment, financial services, and healthcare employers that maintain dedicated total rewards teams.
Are there remote executive compensation jobs in California?
Yes, and more than most HR specialties. Executive compensation is largely an analytical and advisory function with limited on-site requirements, making it well suited to remote and hybrid arrangements. About 41% of executive compensation openings tied to California are remote or hybrid as of June 2026, reflecting how widely distributed the talent pool for this specialty has become. Equity administration and benchmarking work are the sub-areas most commonly offered on a fully remote basis.
How can I get hired as a executive compensation in California with little or no experience?
The most realistic entry path is a total rewards analyst or HR analyst role at a mid-size or large California employer, where exposure to salary surveys and incentive plan modeling builds foundational skills. Technology companies in Silicon Valley and large health systems like Sutter Health and UCLA Health regularly hire analysts into broad-based compensation teams from which lateral moves into executive pay are common. Completing the WorldatWork Certified Compensation Professional coursework and gaining proficiency in Excel-based modeling gives candidates a measurable edge over others at the same experience level.
Where can I find and apply to executive compensation jobs in California?
You can find and apply to executive compensation jobs in California on Migrate Mate, which lists current California openings across the state. Search the listings, find roles that fit your background and location, and apply directly to the employers posting them.
See All 17 Executive Compensation Jobs in California
Find roles in California that match your experience and apply in just a few clicks.
Find Executive Compensation Jobs