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Compensation Associate Jobs in Florida (NOW HIRING)

McKibbon Hospitality

Hotel Cook

Riverview, FL · On-site

$12.50 - $16.75/hr

All Associates * Competitive Compensation with incentives (incentives vary by position) * 401K Savings Plan, 50% matching up to 10% of compensation * Associate referral program * Brand and company ...

Acosta

Senior Compensation Analyst

Jacksonville, FL · On-site

$76K - $100K/yr

We recognize our associates are the foundation of our success. That's why we prioritize your growth ... compensation range for this opportunity is accurate and reasonable at the time of posting. The ...

McKibbon Hospitality

Hotel Cook

Saint Augustine, FL · On-site

$12.25 - $16.25/hr

All Associates * Competitive Compensation with incentives (incentives vary by position) * 401K Savings Plan, 50% matching up to 10% of compensation * Associate referral program * Brand and company ...

Acosta

Senior Compensation Analyst

Jacksonville, FL · On-site

$76K - $100K/yr

The Senior Compensation Analyst provides guidance and support to the Leaders and HR Business ... We recognize our associates are the foundation of our success. That's why we prioritize your growth ...

McKibbon Hospitality

Hotel Front Desk Agent

Gainesville, FL · On-site

$13 - $16.25/hr

All Associates * Competitive Compensation with incentives (incentives vary by position) * 401K Savings Plan, 50% matching up to 10% of compensation * Associate referral program * Brand and company ...

McKibbon Hospitality

Hotel Night Houseperson

Orlando, FL · On-site

$13.50 - $16.50/hr

All Associates * Competitive Compensation with incentives (incentives vary by position) * 401K Savings Plan, 50% matching up to 10% of compensation * Associate referral program * Brand and company ...

McKibbon Hospitality

Hotel Front Desk Agent

Tampa, FL · On-site

$13.50 - $17/hr

All Associates * Competitive Compensation with incentives (incentives vary by position) * 401K Savings Plan, 50% matching up to 10% of compensation * Associate referral program * Brand and company ...

Hampton Inn and Suites

Hotel Night Houseperson

Tampa, FL · On-site

$13.75 - $16.75/hr

All Associates * Competitive Compensation with incentives (incentives vary by position) * 401K Savings Plan, 50% matching up to 10% of compensation * Associate referral program * Brand and company ...

McKibbon Hospitality

Hotel Front Desk Agent

Gainesville, FL · On-site

$13 - $16.25/hr

All Associates * Competitive Compensation with incentives (incentives vary by position) * 401K Savings Plan, 50% matching up to 10% of compensation * Associate referral program * Brand and company ...

McKibbon Hospitality

Hotel Night Houseperson

Tampa, FL · On-site

$13.75 - $16.75/hr

All Associates * Competitive Compensation with incentives (incentives vary by position) * 401K Savings Plan, 50% matching up to 10% of compensation * Associate referral program * Brand and company ...

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All JobsCompensation Associate JobsCompensation Associate Jobs in Florida

Compensation Associate information

See Florida salary details

$34.7K

$44.5K

$52.7K

How much do compensation associate jobs pay per year?

As of Aug 10, 2026, the average yearly pay for compensation associate in Florida is $44,517.00, according to ZipRecruiter salary data. Most workers in this role earn between $40,700.00 and $48,200.00 per year, depending on experience, location, and employer.

What is the difference between Compensation Associate vs Payroll Specialist?

AspectCompensation AssociatePayroll Specialist
Required CredentialsTypically a bachelor's degree in HR, Business, or related field; certifications like CCP are a plusOften a degree in Accounting, Finance, or Business; certifications like CPP or payroll-specific certifications
Work EnvironmentHR or Compensation departments within organizations, focusing on pay structures and benefitsFinance or HR departments, handling payroll processing and compliance
Employer & Industry UsageUsed across various industries in HR teams to manage compensation dataCommon in organizations with in-house payroll processing or payroll service providers

The Compensation Associate primarily focuses on designing and managing employee pay structures, benefits, and compensation data. In contrast, the Payroll Specialist handles the processing of employee wages, tax deductions, and compliance with payroll regulations. While both roles require knowledge of compensation and HR policies, the Compensation Associate emphasizes strategy and data management, whereas the Payroll Specialist concentrates on accurate payroll execution and reporting.

What are some common challenges compensation associates face when analyzing salary data across different departments?

Compensation Associates often encounter challenges such as inconsistent job titles, varying responsibilities across departments, and discrepancies in market data when analyzing salary information. Navigating these differences requires strong analytical skills and close collaboration with HR partners and department managers to ensure internal equity and external competitiveness. Staying updated with industry benchmarks and using standardized job evaluation methods can help address these issues and support fair compensation decisions.

What does a compensation associate do?

A Compensation Associate is responsible for supporting the development, implementation, and administration of an organization's compensation programs. They analyze salary data, benchmark roles against industry standards, assist with salary reviews, and ensure compliance with relevant laws and regulations. Their work helps ensure that employees are paid fairly and competitively, which can improve employee satisfaction and retention. Compensation Associates often collaborate with HR, finance, and management teams to align pay structures with company goals.

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

To thrive as a Compensation Associate, you need a solid understanding of compensation principles, data analysis, and human resources practices, usually backed by a relevant bachelor's degree. Familiarity with HR information systems (HRIS), advanced Excel skills, and compensation management tools like PayScale or Workday is often required. Strong attention to detail, discretion, and effective communication help you excel in handling sensitive data and collaborating across teams. These skills are crucial to ensure accurate compensation analysis, compliance, and fair pay practices within an organization.
What are the most commonly searched types of Compensation jobs in Florida? The most popular types of Compensation jobs in Florida are:
What are popular job titles related to Compensation Associate jobs in Florida? For Compensation Associate jobs in Florida, the most frequently searched job titles are:
What job categories do people searching Compensation Associate jobs in Florida look for? The top searched job categories for Compensation Associate jobs in Florida are:
What cities in Florida are hiring for Compensation Associate jobs? Cities in Florida with the most Compensation Associate job openings:
Compensation Associate jobs near you
Infographic showing various Compensation Associate job openings in Florida as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 17% Part Time, and 4% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $44,517 per year, or $21.4 per hour.

Director of Compensation

FirstService Residential Careers

Dania Beach, FL • On-site

$123K - $168K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

This job post has expired today. Applications are no longer accepted.

Job description

Description
Job Overview:
The Director , Compensation is a strategic leader responsible for the design, governance, and execution of FirstService Residential 's compensation programs. This role ensures that compensation practices are competitive, equitable, data - driven, and aligned with business strategy. The Director will serve as a trusted advisor to executive leadership on base pay, incentive design, and long - term compensation strategies while ensuring compliance with applicable laws and regulations.
Your Responsibilities:
Compensation Strategy & Governance
  • Lead the development and ongoing refinement of FirstService Residential 's compensation philosophy and strategy, ensuring alignment with business objectives and talent goals.
  • Establish and maintain compensation governance, policies, and controls to ensure internal equity, market competitiveness, and legal compliance.
  • Partner closely with Finance, Legal, HR, and executive leadership to align compensation programs with financial planning and organizational strategy.

Executive & Incentive Compensation
  • Design, administer, and evolve executive compensation programs, including base salary, annual incentives, and long - term incentive plans (LTIP).
  • Support executive and senior leadership incentive design, modeling, and performance alignment.
  • Prepare compensation analyses, scenarios, and materials for executive leadership and, where applicable, c ompensation c ommittee review.
  • Partner with Finance and Legal on executive agreements, incentive plan documentation, and compliance considerations.

Market Benchmarking & Salary Structures
  • Oversee enterprise - wide job architecture, market pricing, and benchmarking using reputable survey data.
  • Design, implement, and maintain salary ranges and pay structures aligned with market positioning and internal equity.
  • Provide guidance on offers, promotions, adjustments, and retention strategies to ensure consistency and defensibility.

Merit & Annual Pay Programs
  • Lead annual and off - cycle compensation review processes, including merit increases, promotions, and incentive payouts.
  • Develop merit matrices, increase guidelines, and modeling to support pay - for - performance outcomes.
  • Ensure consistent application of compensation practices across the organization.

Data Analytics & Insights
  • Deliver advanced compensation analytics, dashboards, and reporting to support leadership decision - making.
  • Translate complex data into clear insights and recommendations for senior leaders.
  • Monitor market trends, regulatory developments, and emerging best practices in compensation and rewards.

Leadership & Collaboration
  • Serve as a subject matter expert and advisor to HR b usiness p artners and business leaders.
  • Educate leaders o n compensation programs, philosophy, and decision - making frameworks with clarity and transparency.

Skills & Qualifications:
  • Bachelor's degree in Human Resources , Finance, Business Administration, Economics, or a related field.
  • Advanced compensation certifications ( such as CCP, CECP, GRP) strongly preferred.
  • Minimum of 8 years progressive compensation or total rewards experience, including leadership or senior - level responsibility.
  • Experience working in a complex, multi - region or multi - business organizatio n, including U.S. and Canada
  • Demonstrated experience with:
    • Executive compensation and incentive plan design
    • Long - term incentive plans (LTIP)
    • Salary structures and market benchmarking
    • Merit and annual compensation cycles
    • Advanced compensation analytics and modelin g
  • Relationship - focused communicator who partners effectively across HR, Finance, Legal, and executive leadership teams.
  • Strategic compensation leader grounded in FirstService Residential values, recognized for principled decision - making, accountability, and integrity.
  • Strong knowledge of compensation - related employment laws and regulations.

Travel:
T ravel to corporate and regional offices as needed (10%)
What We Offer:
As a full-time associate, you will be eligible for full comprehensive benefits to include your choice of multiple medical plans, dental, vision. In addition, you will be eligible for time off benefits, paid holidays and a 401k with company match.
#LI-EB1
Automated Employment Decision Tool (AEDT) Usage: We may utilize an Automated Employment Decision Tool (AEDT) in connection with the assessment or evaluation of candidates. The AEDT is designed to assist in objectively evaluating candidate qualifications based on specific job-related characteristics.
Job Qualifications and Characteristics Assessed: The AEDT evaluates candidates based on job qualifications and characteristics pertinent to the role, including skills, experience, and competencies relevant to the position requirements. These qualifications are determined by the unique needs of each role within our company.
Alternative Selection Process or Reasonable Accommodations: Candidates who require an alternative selection process or a "reasonable accommodation," as defined under applicable disability laws, may make a request through our designated contact channel national_recruiting@fsresidential.com .
Requesting Information About the AEDT - NYC Local Law 144: Candidates who reside in New York City and are subject to NYC Local Law 144 may request information about the AEDT, including details on the type of data collected, the sources of such data, and our data retention policies. To submit a request, please contact us at national_recruiting@fsresidential.com ; we will respond in accordance with Local Law 144, within 30 days.

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