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Compensation Manager Jobs in Miami, FL (NOW HIRING)

Raucy

Workers' Compensation Senior Analyst

Miami, FL · Remote

$75K - $90K/yr

We are a fast growing start-up company providing risk management and workers' compensation services. We've doubled in size this year and are continuing to grow rapidly. This opportunity supports a ...

TalentoHC

Director Global Compensation (Miami)

Miami, FL · On-site

$119K - $163K/yr

Design and manage compensation frameworks including base pay, incentive plans, equity programs, and recognition initiatives across diverse geographies. * Conduct regular market benchmarking and ...

Lennar Homes

Sr. Workday Compensation Analyst

Miami, FL · On-site

$79K - $103K/yr

Compensation is unforgiving -- eligibility rules, plan assignments, and calculation logic must be ... Manage post-cycle activation, statement release, payroll integration validation, and audit ...

New

Lennar

Sr. Workday Compensation Analyst

Miami, FL · Remote

$79K - $103K/yr

Compensation is unforgiving - eligibility rules, plan assignments, and calculation logic must be ... Manage post-cycle activation, statement release, payroll integration validation, and audit ...

New

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Compensation Manager information

See Miami, FL salary details

$34K

$109.7K

$162.1K

How much do compensation manager jobs pay per year?

As of Aug 21, 2026, the average yearly pay for compensation manager in Miami, FL is $109,733.00, according to ZipRecruiter salary data. Most workers in this role earn between $91,800.00 and $126,700.00 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 are the key skills and qualifications needed to thrive as a compensation manager?

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 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.

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 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 skills include data analysis, knowledge of compensation laws, and experience with HR software.
More about Compensation Manager jobs

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 are popular job titles related to Compensation Manager jobs in Miami, FL?

For Compensation Manager jobs in Miami, FL, the most frequently searched job titles are:

What job categories do people searching Compensation Manager jobs in Miami, FL look for?

The top searched job categories for Compensation Manager jobs in Miami, FL are:

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

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

Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Miami, FL as of August 2026, with employment types broken down into 86% Full Time, 12% Part Time, and 2% Contract. Highlights an 84% Physical, 2% Hybrid, and 14% Remote job distribution, with an average salary of $109,733 per year, or $52.8 per hour.

Director of Compensation

FirstService Residential

Dania Beach, FL

$185K - $200K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 21 days ago

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, compensation committee 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 business partners and business leaders.
  • Educate leaders on 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 organization, 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 modeling
  • 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:

 

Travel 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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