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Compensation Manager Jobs in Boca Raton, FL (NOW HIRING)

Chewy

Senior Executive Compensation Manager

Plantation, FL · On-site

$118K - $189K/yr

Chewy is hiring a Senior Executive Compensation Manager to join our Executive Compensation Team. We are looking for a compensation professional to support the strategic direction and operational ...

Chewy

Senior Executive Compensation Manager

Plantation, FL · Hybrid

$118K - $189K/yr

Chewy is hiring a Senior Executive Compensation Manager to join our Executive Compensation Team. We are looking for a compensation professional to support the strategic direction and operational ...

Polyglass

SENIOR COMPENSATION ANALYST

Deerfield Beach, FL · On-site

$79K - $103K/yr

This team member will support the Compensation Manager in developing analytics, dashboards and reports that will support and further the compensation strategy at Polyglass. What You Get to Do:

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All JobsCompensation JobsCompensation Manager JobsCompensation Manager Jobs in Boca Raton, FL

Compensation Manager information

See Boca Raton, FL salary details

$33.6K

$108.5K

$160.4K

How much do compensation manager jobs pay per year?

As of Jul 15, 2026, the average yearly pay for compensation manager in Boca Raton, FL is $108,547.00, according to ZipRecruiter salary data. Most workers in this role earn between $90,800.00 and $125,400.00 per year, depending on experience, location, and employer.

What Is a Compensation Manager?

A compensation manager is part of a corporate HR team which researches and develops the pay policies in a company. They use research to help determine fair pay scales for all the company employees. Duties include helping the business with recruiting and integrating new employees. At a small company, they might be responsible for all aspects of the pay system, while at a larger company they may have specific responsibilities, such as doing market research or surveying workers.

What does a compensation manager do?

A compensation manager develops and manages salary structures, incentive programs, and benefits to ensure competitive and equitable pay practices within an organization. They analyze market data, ensure compliance with regulations, and collaborate with HR and finance teams to align compensation strategies with company goals. Strong analytical skills and knowledge of compensation software are essential for this role.

What is the difference between Compensation Manager vs Compensation Analyst?

AspectCompensation ManagerCompensation Analyst
CredentialsBachelor's degree, often HR or Business; certifications like CCP or CBPBachelor's degree in HR, Business, or related; certifications like CCP beneficial
Work EnvironmentOversees compensation strategies, manages teams, collaborates with HR leadershipAnalyzes salary data, prepares reports, supports compensation programs
Employer & Industry UsageUsed in large organizations across various industriesCommon in HR departments, especially in finance, healthcare, and tech sectors

The Compensation Manager focuses on developing and managing overall compensation strategies, policies, and team leadership. In contrast, the Compensation Analyst primarily conducts data analysis, prepares reports, and supports compensation program implementation. Both roles require similar credentials but differ in scope and responsibilities within the compensation function.

What jobs pay $500,000 a year in the US?

In the US, Compensation Managers typically do not earn $500,000 annually; such high salaries are more common in executive roles like CEOs, investment bankers, or specialized surgeons. High-paying positions often require extensive experience, advanced degrees, and leadership responsibilities. Compensation Managers earning this level are rare and usually hold senior executive or consulting roles with bonuses and stock options included.

What are the key skills and qualifications needed to thrive as a Compensation Manager, and why are they important?

To thrive as a Compensation Manager, you need expertise in compensation analysis, benefits administration, and compliance, often supported by a degree in human resources or business and relevant certifications such as CCP (Certified Compensation Professional). Familiarity with HRIS systems, data analytics tools, and compensation benchmarking software is typically required. Strong analytical thinking, attention to detail, and effective communication skills help you design competitive pay structures and collaborate with stakeholders. These skills ensure fair, data-driven compensation practices that support employee satisfaction and organizational goals.

What degree do you need to be a compensation manager?

A compensation manager typically needs a bachelor's degree in human resources, business administration, finance, or a related field. Many employers prefer candidates with a master's degree or professional certifications such as the Certified Compensation Professional (CCP). Relevant experience and knowledge of compensation strategies and HR software are also important.

What are some common challenges Compensation Managers face when designing competitive pay structures?

Compensation Managers often navigate the challenge of balancing internal equity, market competitiveness, and budget constraints when designing pay structures. They must ensure that compensation packages attract and retain top talent while staying compliant with regulations and maintaining fairness across the organization. Additionally, Compensation Managers regularly analyze market data, manage employee expectations, and collaborate with HR and leadership to support organizational goals. These complexities require strong analytical skills, communication, and the ability to adapt to changing market trends.
More about Compensation Manager jobs
What are the most commonly searched types of Compensation jobs in Boca Raton, FL? The most popular types of Compensation jobs in Boca Raton, FL are:
What are popular job titles related to Compensation Manager jobs in Boca Raton, FL? For Compensation Manager jobs in Boca Raton, FL, the most frequently searched job titles are:
What job categories do people searching Compensation Manager jobs in Boca Raton, FL look for? The top searched job categories for Compensation Manager jobs in Boca Raton, FL are:
What cities near Boca Raton, FL are hiring for Compensation Manager jobs? Cities near Boca Raton, FL with the most Compensation Manager job openings:
Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Boca Raton, FL as of July 2026, with employment types broken down into 1% As Needed, 78% Full Time, 18% Part Time, 1% Temporary, and 2% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $108,547 per year, or $52.2 per hour.

Manager, Compensation

180 Seminole Hard Rock Support Services

Davie, FL

Full-time

Re-posted 24 days ago

Job description

Our team members are the key to our company’s success, and their health and well-being, as well as that of their families, is very important to us. We offer a comprehensive benefits package that allows our team members stay healthy, plan for their future and maintain a healthy work-life balance. Benefits may vary with employment status.  To see our fill list of Team Member Benefits please visit our career site: www.gotoworkhappy.com/benefits

Job Description:

  • Reporting to the Director of Compensation, the Compensation Manager is responsible for the day‑to‑day administration and execution of compensation programs while playing a critical role in deploying strategies that support organizational goals. Acting as a consultative partner to business leaders, this role provides guidance on pay practices, market competitiveness, and talent strategy, and leads initiatives to enhance the effectiveness of compensation programs and ensure alignment with overall business objectives.
  • Job Description
    Job Description

    Reporting to the Director of Compensation, the Compensation Manager is responsible for the day‑to‑day administration and execution of compensation programs while playing a critical role in deploying strategies that support organizational goals. Acting as a consultative partner to business leaders, this role provides guidance on pay practices, market competitiveness, and talent strategy, and leads initiatives to enhance the effectiveness of compensation programs and ensure alignment with overall business objectives.

    Essential duties include, but are not limited to:

    • Partner with HR and business leaders to provide consultative guidance on compensation strategies, pay decisions, and workforce planning.

    • Lead the deployment of compensation programs, ensuring alignment with organizational goals and market competitiveness.

    • Lead day-to-day administration of compensation plans and policy documentation

    • Conduct market analyses and develop recommendations to maintain competitive positioning and support talent acquisition and retention.

    • Influence decision-making through data-driven insights, modeling, and scenario planning for compensation initiatives.

    • Collaborate on the design and implementation of innovative compensation programs, policies, and tools that drive engagement and performance.

    • Develop and present compensation dashboards and analytics to senior leadership, highlighting trends, risks, and opportunities.

    • Manage annual salary planning and incentive programs end‑to‑end, overseeing program execution in Workday and ensuring alignment with compensation philosophy, regulatory requirements, and business strategy.

    • Serve as a subject matter expert on compensation philosophy, market trends, and regulatory requirements.

    • Drive continuous improvement in compensation processes, technology, and communication strategies.

    • Completes other projects and duties as assigned.

    Qualifications

    • Experience:

      Bachelor’s degree in Human Resources, Business, or a related field; CCP certification preferred.

    • 5+ years of progressive experience in compensation strategy, program design, and analytics.

    • Strong consultative and influencing skills, with the ability to partner effectively with senior leaders.

    • Advanced proficiency in data analysis and compensation benchmarking, utilizing survey tools and HR systems, including the Workday Advanced Compensation module.

    • Deep understanding of FLSA and other regulatory requirements.

    Work Environment:

    • Duties and responsibilities are typically performed in a professional office setting, but there may be times where you will need to be in operating areas. In these areas, you may be exposed to environmental factors including, but not limited to, second hand smoke and excessive noise.

    • While performing the duties of this job, the employee is frequently required to stand; walk; use hands to finger, handle, or feel; reach with hands and arms, talk or hear; and taste or smell. The employee must frequently lift and/or move up to 50 pounds. Specific vision abilities required by this job include close, distance, color, and peripheral vision, depth perception and ability to adjust focus.