ZipRecruiter

Log In

1

Compensation Assistant Jobs in Miami, FL (NOW HIRING)

Dunkin' Donuts

Assistant Manager

Miramar, FL

Assistant Managers must have experience with high volume operations when they are on duty, from ... Competitive compensation Up to 40 hours per week Flexible schedules Multi-unit owner with plenty of ...

Dunkin'

Assistant Manager

Miramar, FL · On-site

Assistant Managers must have experience with high volume operations when they are on duty, from ... States Compensation and Perks: • Competitive compensation • Up to 40 hours per week • ...

Ransom Everglades

Assistant Coach

Miami, FL · On-site

Compensation will compare favorably to similar opportunities in South Florida. Middle School: Assistant Baseball Coach Assistant Girls Basketball Coach Assistant Boys Soccer Coach Assistant Girls ...

RANSOM EVERGLADES SCHOOL

Assistant Coach

Miami, FL · On-site

Compensation will compare favorably to similar opportunities in South Florida. Middle School: Assistant Baseball Coach Assistant Girls Basketball Coach Assistant Boys Soccer Coach Assistant Girls ...

previous pagenext page

Showing results 21-40

All JobsCompensation JobsCompensation Assistant JobsCompensation Assistant Jobs in Miami, FL

Compensation Assistant information

What is a compensation assistant?

Compensation Assistants are human resources professionals who support the administration of employee compensation programs within an organization. Their duties typically include maintaining salary databases, assisting with payroll processing, preparing compensation reports, and providing support for salary surveys and job evaluations. They play a key role in ensuring employees are paid accurately and in accordance with company policies, while also helping HR departments comply with relevant laws and regulations. Compensation Assistants often serve as a point of contact for compensation-related inquiries from staff.

What are the key skills and qualifications needed to thrive as a compensation assistant?

To thrive as a Compensation Assistant, you need a strong understanding of payroll processes, data entry, and basic HR principles, often supported by a degree in human resources or business administration. Familiarity with HRIS systems, payroll software, and spreadsheet tools like Microsoft Excel is typically required. Attention to detail, confidentiality, and strong organizational skills help distinguish top performers in this position. These capabilities ensure accurate compensation processing, data integrity, and effective support for HR functions within an organization.

How does a compensation assistant typically collaborate with HR and payroll teams?

As a Compensation Assistant, you’ll frequently work alongside HR and payroll teams to ensure accurate and timely processing of employee compensation data. Your role often involves gathering salary information, updating records, and resolving discrepancies by communicating with both HR specialists and payroll coordinators. Effective collaboration is essential, as you may assist in preparing reports for management and participate in audits or compliance reviews. Building strong working relationships across these teams helps you streamline workflows and support organizational goals.

What is the difference between Compensation Assistant vs Benefits Coordinator?

AspectCompensation AssistantBenefits Coordinator
CredentialsHigh school diploma or equivalent; some roles may require a bachelor’s degreeHigh school diploma or equivalent; some roles may require a bachelor’s degree
Work EnvironmentOffice setting, HR departmentOffice setting, HR or benefits department
Employer & Industry UsageUsed across various industries for payroll and compensation supportCommon in healthcare, corporate, and government sectors for benefits management
Search & Comparison IntentOften compared for entry-level HR roles focusing on pay structuresCompared for roles managing employee benefits programs

The Compensation Assistant primarily supports salary and pay structure tasks within HR departments, focusing on compensation data and payroll. In contrast, the Benefits Coordinator manages employee benefits programs like health insurance and retirement plans. Both roles require similar credentials and are found in similar work environments, but they focus on different aspects of HR functions.

What are the most commonly searched types of Compensation jobs in Miami, FL?

The most popular types of Compensation jobs in Miami, FL are:

What cities near Miami, FL are hiring for Compensation Assistant jobs?

Cities near Miami, FL with the most Compensation Assistant job openings:

Compensation Assistant jobs near you
Infographic showing various Compensation Assistant job openings in Miami, FL as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 18% Part Time, and 3% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution.

Sr. Manager, Sales Compensation & Strategy

WatchGuard Technologies, Inc.

Miami, FL

Full-time

Re-posted 23 days ago

Job description

About the Position 
The Senior Manager, Sales Compensation Strategy owns the design, modeling, and execution of WatchGuard's global sales compensation programs and serves as a strategic partner across the go-to-market organization. Reporting to the VP of Business Operations, this role sits at the intersection of Sales, Marketing, Finance, and Revenue Operations, ensuring our incentive plans are aligned with company strategy, financially sound, and built to scale.
This is a high-visibility individual contributor role supporting a global commission population of 200+ team members, with the potential to build out a team over time. A key early focus will be modernizing how we measure and reward performance, including leading the transition from a TCV-based to an ARR-based compensation framework. 
 
 
A Day in the Life
No two days look quite the same in this role. One morning you might be deep in a model evaluating the cost and behavioral impact of moving a compensation plan from TCV to ARR; by the afternoon, you're partnering with Sales leadership and FP&A on quota setting for the upcoming Annual Operating Plan. You field a question from Revenue Operations about how a new route to market should be incentivized, refine a Power BI dashboard so leadership can see attainment at a glance, and flag a process gap in how commission agreements are administered. You move fluidly between strategic, big-picture modeling and the detailed, hands-on work that keeps commissioned team members paid accurately and on time. Throughout, you act as the connective tissue between Operations, Finance, and the field, translating company strategy into compensation that drives the right outcomes.
Position Responsibilities
  • Lead the planning, modeling, and execution of sales compensation programs across a global commission population of 200+ employees.
  • Analyze current compensation plans for effectiveness, cost, and alignment with company objectives, and recommend improvements.
  • Drive the transition of compensation structures from TCV-based to ARR-based metrics, including modeling the financial and behavioral impact of the change.
  • Partner with FP&A and Sales leadership on the Annual Operating Plan (AOP) process, including quota setting, capacity planning, and cost modeling.
  • Build financial models to evaluate new routes to market, sales team structures, and the compensation impact of M&A activity.
  • Serve as a cross-functional partner across Sales, Marketing, Finance, and Revenue Operations to ensure compensation strategy supports broader go-to-market goals.
  • Identify and close process gaps in compensation planning, governance, and administration.
  • Partner with the commissions team to operationalize approved plans, translating plan design into clear calculation logic, documentation, and payout processes so commissions are calculated accurately and paid on time.
Skills and Qualifications
  • Deep expertise in sales compensation plan design, modeling, and execution for sizable, distributed sales teams.
  • Strong financial modeling skills, including modeling new routes to market, team structures, and M&A impacts.
  • Proficiency with Tableau and/or Power BI for reporting and analysis.
  • Demonstrated ability to partner cross-functionally across Sales, Marketing, Finance, and Revenue Operations.
  • Excellent analytical, communication, and stakeholder-management skills.
  • Comfort operating with ambiguity and driving process improvements in a fast-moving environment
  • Familiarity with ARR-based metrics and recurring-revenue business models preferred.
  • Exposure to sales compensation platforms and FP&A/ERP systems preferred.
Experience
  • 10+ years of experience in sales compensation, sales strategy, sales finance, or a closely related field.
  • Track record of owning compensation programs for large, distributed commission populations.
  • Experience supporting a B2B SaaS or recurring-revenue business preferred.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.