Entry Level Senior Compensation Manager Jobs
New grad senior compensation manager jobs are open to recent graduates and entry level candidates with zero to two years of experience, where strong internship work or coursework in rewards and analytics can matter more than a long resume. Most openings are on-site roles across Technology & Software, Insurance, and Banking & Financial Services, with employers like AIG, Aon, and UST 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
- Banking & Financial Services
- Non-Profit & Social Services
- Healthcare & Medical Services
Entry Level Senior Compensation Manager Jobs: Frequently Asked Questions
How do I get an entry level senior compensation manager job?
Employers hiring at this level look for candidates with coursework or internship exposure in compensation, HR analytics, or total rewards. Familiarity with job evaluation frameworks, Excel or HRIS platforms, and an understanding of pay equity concepts gives candidates a clear edge. Highlighting any project work that involved data analysis, benchmarking, or compensation modeling helps your application stand out against others at the same stage.
Which companies hire entry level senior compensation managers?
Companies hiring entry level senior compensation managers right now include AIG, Aon, and UST, based on current listings on Migrate Mate as of November 2026. A mix of large enterprises, healthcare systems, financial services firms, and growing mid-size companies tend to bring in entry level talent to support compensation teams handling job architecture, salary surveys, and incentive program administration.
Are there remote entry level senior compensation manager jobs?
Yes, though on-site and hybrid roles still make up the majority at this experience level. About 43% of entry level senior compensation manager openings are remote or hybrid as of November 2026, reflecting demand from companies comfortable onboarding early-career compensation professionals outside a traditional office setting. Filtering by work setting in your search helps narrow results to what fits your situation.
Are these new grad senior compensation manager jobs?
Yes, this page includes new grad, recent graduate, and junior roles alongside other entry level postings. A new-grad-friendly listing typically welcomes zero to two years of experience, accepts internships or academic projects in lieu of full-time history, and does not require prior people management. If a posting mentions compensation coursework, HRIS exposure, or a relevant degree as sufficient, it is designed for candidates at the new grad stage.
Which industries hire the most entry level senior compensation managers?
Entry Level senior compensation manager roles concentrate in Technology & Software, Insurance, and Banking & Financial Services, based on current listings on Migrate Mate as of November 2026. These sectors tend to drive early-career hiring in compensation because their scale, regulatory environment, or rapid growth creates consistent demand for analysts and coordinators who can support job pricing, survey participation, and pay structure work under experienced leadership.