Top 14 Compensation manager Jobs in Connecticut

Director of Compensation
Atlas Air —Stamford, CT
- $192,000 - $225,000 a year
- Finance
- Analysis skills
- Bachelor's degree
Director, Compensation - Enabling Functions
The Hartford —Hartford, CT
- $142,400 - $213,600 a year
- Full-time
- Office
- Analysis skills
- Bachelor's degree
Manager, Global Compensation
Hexcel Corporation —Stamford, CT
- Full-time
- Mid-level
- Office
- Finance
14d
Senior Director - Sales Compensation - Hybrid
The Cigna Group —Bloomfield, CT
- Online Application
- 11+ years
- Finance
- Analysis skills
Plan Management Manager
Voya Financial —Hartford, CT
- $97,320 - $121,650 a year
- Full-time
- Office
- Bachelor's degree
- Continuous improvement
- Paid holidays
- Health insurance
Executive Director, Benefits
ITT Inc. - English US —Stamford, CT
- $201,600 - $342,200 a year
- HIPAA
- Employment & labor law
- 11+ years
Quick Apply
Senior Director, Absence, Disability Management and Life Insurance (ADML)
WTW —Stamford, CT
- $180,000 - $220,000 a year
- Full-time
- Up to 50% travel
- Writing skills
- Bachelor's degree
- Paid jury duty
- Health savings account
Director - Health & Benefits Consulting
WTW —Stamford, CT
- $125,000 - $140,000 a year
- Full-time
- Microsoft Excel
- 8 years
- Analysis skills
- Paid jury duty
- Health savings account
3d
Director, Health & Welfare Benefits
Yale New Haven Health —New Haven, CT
- Full-time
- Management
- Office
- Bachelor's degree
- Health insurance
- Paid time off
Manager, Pension Calculation Administration
WTW —Stamford, CT
- $75,000 - $110,000 a year
- Extended hours
- 5 years
- Bachelor's degree
- Team management
- Paid jury duty
- Health savings account
Director of Benefits
Hexcel Corporation —Stamford, CT
- Full-time
- Hybrid work
- Analysis skills
- Bachelor's degree
- Travel
- Employee stock purchase plan
Director of Field Claims - Federal Workers' Compensation
AIG —Farmington, CT
- Email
- Office
- Analysis skills
- Mentoring
- Health insurance
Quick Apply
Director, Absence, Disability Management and Life Insurance (ADML)
WTW —Stamford, CT
- $120,000 - $160,000 a year
- Full-time
- 7 years
- Microsoft Excel
- Analysis skills
- Paid jury duty
- Health savings account
11d
Benefits Account Manager
The Hilb Group —Farmington, CT
- $70,000 - $75,000 a year
- Full-time
- Hybrid work
- Microsoft Excel
- Microsoft Outlook
- Mid-level
- Health savings account
- Disability insurance
9d

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Director of Compensation

Atlas Air -
Stamford, CT

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Job Details

$192,000 - $225,000 a year

Benefits

Internal mobility program

Qualifications

HR technology strategy
Managing human resources teams
Program design
Compensation market research
Sales compensation planning
Financial model construction
Sales incentive & commission planning
Team leadership
Bachelor's degree
Financial projection model development
Job evaluation for salary planning
Benchmarking
Salary surveys
Technical Proficiency
Excel data analysis
Stakeholder management

Full Job Description

Join Atlas Air Worldwide. Move the World with Us!

At Atlas Air Worldwide, we're not just an airline, we're a global engine powering cargo, passenger, and leasing operations across more than 70 countries. As a leader in outsourced aviation logistics, we're built on a foundation of safety, service excellence, integrity, innovation, teamwork, and responsibility. With over 30 years of history, a modern all-Boeing fleet, and nearly 5,000 teammates collaborating across operations, technical, and corporate functions, we're driven by purpose.

If you're ready to grow, innovate, and help us deliver excellence every single day, you belong here.

The Director of Compensation is responsible for the strategy, design, governance, and execution of the organization's compensation programs. This leader serves as the organization's subject matter expert on job architecture, salary structures, pay equity, market competitiveness, incentive programs, and compensation governance.

The role leads the development and implementation of a comprehensive job architecture framework, including job families, career levels, job evaluations, and salary bands that support organizational growth, workforce planning, internal equity, and talent mobility. The Director partners closely with executive leadership, HR Business Partners, Talent Acquisition, Finance, and business leaders to ensure compensation programs align with business objectives and attract, retain, and motivate top talent.

Key Responsibilities

Compensation Strategy & Leadership

Develop and execute the organization's compensation philosophy and strategy.
Design compensation programs that align with business objectives, talent strategy, and market competitiveness.
Advise executive leadership on compensation trends, risks, opportunities, and workforce implications.
Lead annual compensation planning processes, including merit increases, promotions, market adjustments, incentive plans, and salary reviews.
Establish compensation governance processes and decision-making frameworks.

Job Architecture Design & Implementation

Lead the design, implementation, and ongoing management of the organization's job architecture.
Develop and maintain job families, career frameworks, job levels, and competency models.
Establish consistent job evaluation methodologies across the enterprise.
Create scalable career progression frameworks that support talent mobility and workforce development.
Partner with business leaders to assess and redesign organizational structures as needed.
Ensure job architecture supports workforce planning, succession planning, recruiting, and performance management.

Salary Structure & Pay Band Management

Design, implement, and maintain salary grades, pay ranges, and salary bands across all employee populations.
Conduct market pricing analyses and benchmark positions against relevant labor markets.
Establish compensation structures that balance external competitiveness with internal equity.
Develop methodologies for geographic differentials, remote work pay practices, and global compensation structures where applicable.
Conduct regular reviews of salary structures and recommend adjustments based on market movement and business needs.
Develop compensation guidelines for promotions, transfers, hiring offers, and internal mobility.

Pay Equity & Compliance

Lead pay equity analyses and develop remediation strategies where necessary.
Ensure compliance with all federal, state, local, and international compensation regulations.
Monitor evolving pay transparency legislation and implement required practices.
Conduct audits to ensure compensation programs are applied consistently and fairly.
Maintain documentation and governance controls related to compensation decisions.

Incentive & Variable Compensation Programs

Design and administer annual incentive, bonus, sales compensation, and recognition programs.
Evaluate program effectiveness and alignment with organizational performance goals.
Develop metrics and scorecards to measure compensation program outcomes.
Partner with Finance to model compensation costs and forecast budget impacts.

Analytics & Reporting

Develop compensation dashboards, metrics, and executive reporting.
Analyze compensation trends, turnover data, hiring competitiveness, and workforce demographics.
Provide data-driven recommendations to support workforce and business decisions.
Utilize advanced compensation modeling and workforce analytics to inform strategy.

Stakeholder Partnership

Serve as the primary compensation advisor to senior leaders and HR Business Partners.
Partner with Talent Acquisition on offer strategy and recruiting competitiveness.
Collaborate with Finance on workforce planning, budgeting, and compensation forecasting.
Educate leaders on compensation philosophy, salary administration, and pay decisions.

Team Leadership

Lead, mentor, and develop compensation professionals and analysts.
Build organizational capability in compensation planning and salary administration.
Foster a data-driven, customer-focused compensation function.
Manage external compensation consultants, survey providers, and technology vendors.

Qualifications

Required

Bachelor's degree in Human Resources, Business, Finance, Economics, or related field.
10+ years of progressive compensation experience.
5+ years leading compensation teams and enterprise-wide programs.
Demonstrated experience designing and implementing job architecture frameworks from the ground up.
Demonstrated experience designing salary grades, pay bands, and compensation structures.
Deep expertise in compensation benchmarking, market pricing, and pay equity analysis.
Strong analytical and financial modeling capabilities.
Experience working with executive leadership teams.
Advanced proficiency with Excel, HRIS systems, and compensation management tools.

Preferred

Master's degree or MBA.
Certified Compensation Professional (CCP) designation.
Experience supporting public companies and executive compensation programs.
Experience in global compensation design and administration.
Experience implementing compensation technology platforms.

#GH19 #LI-Hybrid #LI-20

At Atlas Air Worldwide, we believe in the power of people, the promise of innovation, and the responsibility we hold to each other, to our customers, and to the planet. Join us and be part of a team that lifts more than cargo; we lift ambition.

Apply Now

Refine Your Search

compensation manager jobs in connecticut

Director of Compensation

Director, Compensation - Enabling Functions

Manager, Global Compensation

Senior Director - Sales Compensation - Hybrid

Plan Management Manager

Executive Director, Benefits

Senior Director, Absence, Disability Management and Life Insurance (ADML)

Director - Health & Benefits Consulting

Director, Health & Welfare Benefits

Manager, Pension Calculation Administration

Director of Benefits

Director of Field Claims - Federal Workers' Compensation

Director, Absence, Disability Management and Life Insurance (ADML)

Benefits Account Manager

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