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Compensation Strategy Jobs in Tennessee (NOW HIRING)

Fortitude Re

AVP, Compensation

Nashville, TN · Hybrid

$120.70K - $165.20K/yr

Compensation Strategy & Program Governance * Partner with the SVP, Total Rewards to operationalize and evolve the company's compensation philosophy and strategy * Play a leading role in the ...

ACA Group

Compensation Manager

Chattanooga, TN · On-site

Partner with the Director of Total Rewards to evolve compensation strategy in alignment with business growth, talent needs, and fintech market dynamics. * Maintain and document compensation policies ...

HireRight

Manager, Global Compensation

Nashville, TN · Hybrid

... strategy and structure to attract and retain employees while meeting compliance and budgetary requirements. You will be responsible for developing, implementing, and administering compensation ...

HireRight

Manager, Global Compensation

Nashville, TN · On-site

... strategy and structure to attract and retain employees while meeting compliance and budgetary requirements. You will be responsible for developing, implementing, and administering compensation ...

Arcosa Lightweight

$71.30K - $96.40K/yr

The Benefits & Compensation Manager is responsible for the design, implementation, and ... This role ensures that total rewards strategies are competitive, cost-effective, and aligned with ...

HireRight

Manager, Global Compensation

Nashville, TN · Hybrid

... strategy and structure to attract and retain employees while meeting compliance and budgetary requirements. You will be responsible for developing, implementing, and administering compensation ...

Pilot Company

Director, Compensation

Knoxville, TN · On-site

$103.10K - $141K/yr

Develop and execute compensation strategies that support business objectives * Design competitive salary structures and incentive programs. * Collaborate with senior leaders, HR partners, and cross ...

Pilot Flying J

Director, Compensation

Knoxville, TN · On-site

$103.10K - $141K/yr

Develop and execute compensation strategies that support business objectives * Design competitive salary structures and incentive programs. * Collaborate with senior leaders, HR partners, and cross ...

Pilot Company (SSC)

Director, Compensation

Knoxville, TN

$103.10K - $141K/yr

Develop and execute compensation strategies that support business objectives * Design competitive salary structures and incentive programs. * Collaborate with senior leaders, HR partners, and cross ...

Pilot Company (SSC)

Director, Compensation

Knoxville, TN

$103.10K - $141K/yr

Develop and execute compensation strategies that support business objectives * Design competitive salary structures and incentive programs. * Collaborate with senior leaders, HR partners, and cross ...

Unum UK

Director, Compensation Programs

Chattanooga, TN · On-site +1

$113.80K - $155.70K/yr

The Dir, Compensation Programs is responsible for the design, development, and management of our ... They will use advanced analytics and predictive modeling to create compelling strategic insights ...

Unum Group

Director, Compensation Programs

Chattanooga, TN · On-site

$113.80K - $155.70K/yr

The Dir, Compensation Programs is responsible for the design, development, and management of our ... They will use advanced analytics and predictive modeling to create compelling strategic insights ...

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Compensation Strategy information

What are the key skills and qualifications needed to thrive in Compensation Strategy, and why are they important?

To thrive in Compensation Strategy, you need a strong background in data analysis, compensation principles, and human resources, often supported by a degree in HR, finance, or business. Familiarity with compensation management software, HRIS systems, and certifications like CCP (Certified Compensation Professional) is highly valuable. Excellent communication, problem-solving, and stakeholder management skills set top performers apart in this field. These capabilities ensure fair, competitive, and compliant compensation programs that drive employee engagement and organizational success.

How does a Compensation Strategy professional typically collaborate with HR and business leaders to develop effective pay structures?

Compensation Strategy professionals work closely with HR teams and business leaders to align pay structures with organizational goals and market benchmarks. They participate in regular meetings to discuss workforce trends, company performance, and budget constraints, ensuring that compensation plans attract and retain top talent. This role often involves analyzing salary data, proposing adjustments, and presenting recommendations to leadership for approval, fostering a collaborative environment that balances business needs with employee satisfaction.

What is compensation strategy?

Compensation strategy refers to an organization's approach to designing and managing employee pay, benefits, and rewards to attract, motivate, and retain talent. It involves aligning compensation programs with business goals, market trends, and internal equity considerations. A well-developed compensation strategy helps ensure that employees are fairly rewarded for their work and that the company remains competitive in the job market. It typically includes salary structures, incentive plans, and benefits offerings tailored to the organization's objectives.

What job makes $10,000 a month without a degree?

In compensation strategy roles, high-level consultants or specialists with extensive experience can earn $10,000 or more per month, especially in senior or executive positions. These roles often require strong analytical skills, industry knowledge, and sometimes certifications, but may not require a formal degree if experience and proven results are demonstrated.

What is the difference between Compensation Strategy vs Compensation Analyst?

AspectCompensation StrategyCompensation Analyst
Primary FocusDeveloping overall compensation plans and policiesAnalyzing salary data and market trends
ResponsibilitiesDesigning pay structures, benefits, and incentive programsConducting salary surveys, data analysis, and reporting
Required CredentialsHR or compensation certifications, relevant experienceDegree in HR, finance, or related field; analytical skills
Work EnvironmentStrategic planning, policy development, cross-department collaborationData analysis, reporting, supporting compensation decisions

While Compensation Strategy focuses on creating and guiding overall pay policies and structures, Compensation Analysts implement these strategies through data analysis and market research. Both roles are essential in ensuring competitive and equitable compensation practices within organizations.

What are popular job titles related to Compensation Strategy jobs in Tennessee? For Compensation Strategy jobs in Tennessee, the most frequently searched job titles are:
What job categories do people searching Compensation Strategy jobs in Tennessee look for? The top searched job categories for Compensation Strategy jobs in Tennessee are:
What cities in Tennessee are hiring for Compensation Strategy jobs? Cities in Tennessee with the most Compensation Strategy job openings:
Compensation Strategy jobs near you

AVP, Compensation

Fortitude Re

Nashville, TN • Hybrid

$120.70K - $165.20K/yr

Other

Posted 19 days ago

Job description

The AVP, Compensation is a key member of the Total Rewards team, responsible for leading the design, governance, and delivery of Fortitude's compensation programs. In partnership with the SVP, Total Rewards, this role drives the execution of the company's compensation strategy as a component of the overall Total Rewards' strategy, ensuring alignment with business priorities, talent objectives, and market competitiveness.

The AVP will oversee core compensation functions including annual compensation planning, incentive and equity programs, and pay equity analysis. This role serves as an advisor to partners cross-functionally to enable consistent, data-driven, and equitable pay decisions across the organization.

What You Will Do: 

Compensation Strategy & Program Governance

  • Partner with the SVP, Total Rewards to operationalize and evolve the company's compensation philosophy and strategy
  • Play a leading role in the governance and continuous improvement of compensation programs, including base salary structures, incentive plans, and equity programs
  • Establish and maintain frameworks, guidelines, and controls to support consistent and effective pay decisions
  • Ensure integration with benefits, well-being, and overall employee value proposition

Stakeholder Advisory & Cross-Functional Leadership

  • Act as consultant to People Partners, Talent Acquisition, and management on compensation matters, including the total rewards strategy, compensation philosophy, market benchmarking, internal equity, policies, procedures.
  • Influence decision-making through data-driven insights and a strong understanding of business priorities

Annual Compensation Cycle Management

  • Responsible for the end-to-end management of annual compensation cycle, including salary increase, bonus, and equity planning
  • Oversee tools, modeling, and processes to enable efficient and effective decision-making
  • Establish and lead compensation communication and education strategies that embed understanding of the company's compensation philosophy and enable consistent application of compensation practices across the organization  
  • Ensure clear communication and enablement for People Partners and business leaders

Equity Program Oversight

  • Oversee the administration and governance of equity programs, ensuring effective execution and alignment with total rewards strategy
  • Own the relationship with the company's third-party equity administration vendor, including oversight of day-to-day operations, service delivery and process effectiveness
  • Partner with Accounting to support equity related reporting, expense management and compliance requirements
  • Contribute to the evolution of equity programs and practices in line with business needs
  • Develop and deliver training and educational materials to enhance participant understanding of equity program and support informed decision-making

Market Intelligence & Analytics

  • Lead the organization's approach to market benchmarking and compensation analytics
  • Translate external market data and internal insights into actionable recommendations
  • Develop scalable reporting and tools to support ongoing decision-making

Pay Review & Compliance

  • Lead pay review analyses and partner with the SVP, Total Rewards on remediation strategies
  • Ensure compliance with compensation-related regulations, including pay transparency requirements
  • Partner with People & Culture Partners and Legal to proactively manage risk and uphold equitable pay practices

What You Will Have:

  • 7-10+ years of progressive experience in compensation, including program design and governance
  • Strong expertise in broad-based compensation, including base, incentive, and equity programs
  • Experience leading enterprise job architecture and leveling frameworks, including salary structure design, governance, and organizational enablement
  • Familiarity with emerging technologies, including AI-driven tools and analytics, and the ability to leverage them to enhance compensation insights, decision-making, and process efficiency
  • Demonstrated ability to lead enterprise compensation cycles and influence stakeholders
  • Strong analytical capability with the ability to translate data into business insights and recommendations
  • Working knowledge of compensation regulations, including pay equity and pay transparency
  • Experience with HRIS and compensation tools (e.g., Workday)
  • Proven ability to lead cross-functional initiatives and manage competing priorities in a fast-paced environment
  • Excellent communication, organizational, and project management skills with the ability to translate complex technical information for general audiences.
  • Demonstrated ability to collaborate with cross-functional teams
  • Bachelor's degree or equivalent professional experience preferred; advanced degree or relevant certifications (such as CCP) a plus

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