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Compensation Strategy Jobs in Atlanta, GA (NOW HIRING)

RaceTrac Petroleum, Inc.

Director, Compensation

Atlanta, GA · On-site

$118K - $162K/yr

Compensation Strategy, Philosophy & Program Architecture * Own the enterprise compensation philosophy and translate it into clear, practical programs that support business growth, talent attraction ...

Atlanta Hawks

Specialist, Compensation

Atlanta, GA · On-site

Compensation Strategy, Program Design, and Administration * Design, implement, and administer compensation programs, including base pay, short-term incentive plans, annual compensation planning, and ...

Atlanta Hawks

Specialist, Compensation

Atlanta, GA

Compensation Strategy, Program Design, and Administration * Design, implement, and administer compensation programs, including base pay, short-term incentive plans, annual compensation planning, and ...

Spelman College

Director, Total Rewards

Atlanta, GA · On-site

The director will offer deep expertise in compensation strategy and governance frameworks, ensuring programs are competitive, equitable, fiscally responsible, and aligned with institutional ...

Spelman College

Director, Total Rewards

Atlanta, GA · On-site

$117K - $160K/yr

The director will offer deep expertise in compensation strategy and governance frameworks, ensuring programs are competitive, equitable, fiscally responsible, and aligned with institutional ...

Westrock

Sr. Mgr, Total Rewards

Atlanta, GA · On-site

How You Will Impact Smurfit Westrock Compensation Strategy and Design * Responsible for the design, implementation, governance, and optimization of North America sales compensation programs * Ensure ...

Westrock

Sr. Mgr, Total Rewards

Atlanta, GA · On-site

How You Will Impact Smurfit Westrock Compensation Strategy and Design * Lead the development and ongoing refinement of the North American compensation strategy, ensuring alignment with business ...

Holder Construction

Compensation Manager

Atlanta, GA

Administer compensation strategies, policies, and programs that support organizational goals and comply with federal, state, and local regulations. * Manage the annual merit and bonus planning cycles ...

Holder Construction

Compensation Manager

Atlanta, GA · On-site

Administer compensation strategies, policies, and programs that support organizational goals and comply with federal, state, and local regulations. * Manage the annual merit and bonus planning cycles ...

Accendra

Senior Compensation Consultant

Atlanta, GA · On-site

$150K - $180K/yr

The Senior Compensation Consultant provides strategic guidance on compensation matters, leads enterprise or cross-functional projects, and drives continuous improvement of compensation frameworks ...

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Showing results 1-20

All JobsCompensation Strategy JobsCompensation Strategy Jobs in Atlanta, GA

Compensation Strategy information

See Atlanta, GA salary details

$53.4K

$119.9K

$209.2K

How much do compensation strategy jobs pay per year?

As of Aug 3, 2026, the average yearly pay for compensation strategy in Atlanta, GA is $119,879.00, according to ZipRecruiter salary data. Most workers in this role earn between $86,500.00 and $151,500.00 per year, depending on experience, location, and employer.

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 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 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 Atlanta, GA? For Compensation Strategy jobs in Atlanta, GA, the most frequently searched job titles are:
What job categories do people searching Compensation Strategy jobs in Atlanta, GA look for? The top searched job categories for Compensation Strategy jobs in Atlanta, GA are:
Compensation Strategy jobs near you
Infographic showing various Compensation Strategy job openings in Atlanta, GA as of July 2026, with employment types broken down into 1% As Needed, 77% Full Time, 17% Part Time, and 5% Contract. Highlights an 90% Physical, 2% Hybrid, and 8% Remote job distribution, with an average salary of $119,879 per year, or $57.6 per hour.

Director, Compensation

RaceTrac Petroleum, Inc.

Atlanta, GA • On-site

$118K - $162K/yr

Full-time

Posted 9 days ago

RaceTrac rating

4.8

Company rating: 4.8 out of 10

Based on 196 frontline employees who took The Breakroom Quiz

36th of 46 rated convenience stores

Job description

RaceTrac Company Overview
Job Description:
The Director, Compensation will lead RaceTrac's compensation function forward by bringing the company's compensation philosophy to life across a complex, multi-business environment. This role is responsible for building market-competitive compensation frameworks, fostering a pay-for-performance culture, and ensuring compensation programs help attract, retain, and reward the talent needed to support RaceTrac's continued growth.
Serving as the enterprise compensation leader, this role partners with HR Leadership, Finance, and business leaders to translate business strategy into scalable pay programs and clear compensation decisions. The Director will provide strong market perspective, disciplined governance, and practical recommendations that enable leaders to make thoughtful pay decisions aligned to business needs, talent priorities, and financial discipline.
What You'll Do:
Compensation Strategy, Philosophy & Program Architecture
  • Own the enterprise compensation philosophy and translate it into clear, practical programs that support business growth, talent attraction, retention, and financial discipline
  • Architect and govern base pay, short-term incentives, long-term incentives, recognition, and executive compensation programs across RaceTrac, Potbelly, Gulf, Energy Dispatch, and Shared Services
  • Design scalable compensation frameworks that align individual, team, and enterprise performance with rewards
  • Ensure programs are consistently applied across a complex, multi-business, multi-unit workforce environment

Compensation Governance, Standards & Operational Execution
  • Lead enterprise compensation cycles, including merit, bonus, incentive, executive compensation, and annual planning processes
  • Establish compensation standards, guardrails, approval practices, and decision criteria that promote rigor, consistency, and defensibility
  • Set direction across job pricing, range management, compensation administration, offer guidance, and pay decision support
  • Improve operational discipline by simplifying workflows, clarifying ownership, strengthening documentation, and improving service delivery

Market Intelligence, Analytics & Financial Stewardship
  • Set the enterprise approach to benchmarking, survey participation, market pricing, and compensation positioning across business units
  • Oversee job matching, pay range analysis, analytics, reporting, and modeling to support informed compensation decisions
  • Translate market insights, pay trends, internal equity considerations, and financial impact into clear recommendations for senior leaders
  • Monitor external trends and internal signals to identify competitive gaps, program risks, cost implications, and opportunities to improve effectiveness

Executive Compensation & Senior Leader Advisory
  • Serve as a trusted advisor to HR Leadership, Finance, and senior business leaders on executive pay, incentive design, and complex compensation decisions
  • Lead STI and LTIP design, administration, and governance to align senior leadership behavior with enterprise performance and long-term value creation
  • Bring executive-level presence, sound judgment, and practical recommendations to high-impact compensation discussions
  • Partner with Legal, HR, and Finance to ensure compensation decisions are compliant, defensible, financially sound, and aligned to business needs

Team Leadership, COE Partnership & Change Enablement
  • Lead and develop a high-performing compensation team with clear priorities, strong technical capability, and defined ownership
  • Define how compensation work is delivered across the COE, HRBPs, Finance, Legal, Payroll, HR Systems, and business leaders
  • Lead cross-functional teams through complex compensation cycles, program changes, integrations, and enterprise initiatives
  • Build trusted partnerships that connect compensation strategy to business needs, talent priorities, associate experience, and financial discipline

What We're Looking For:
  • Bachelor's degree in Human Resources, Business, Finance, or a related field
  • 10+ years of progressive experience in compensation or total rewards, including enterprise compensation strategy and program design
  • 5+ years of leadership experience spanning strategy, operations, team leadership, and senior stakeholder partnership
  • Deep expertise in compensation program design, benchmarking, governance, incentives, and executive compensation
  • Proven success leading compensation programs in multi-business, retail, or high-volume workforce environments
  • Strong background in compensation systems, analytics, process optimization, and cross-functional change management
  • Master's degree or relevant certification such as CCP or GRP preferred

Fueled by Growth, Driven by You
At RaceTrac, our people make the difference. Whether you're working in a store, at our corporate office, or on the road, you'll be part of a team that brings energy, innovation, and a passion for serving others every day. We support each other, celebrate wins big and small, and create opportunities for growth at every level. With four operating divisions RaceTrac, RaceWay, Energy Dispatch, and Gulf - there's always a new challenge to take on and a new path to pursue. Join us and discover how far your career can go.
To see what #LifeatRaceTrac is like, visit our LinkedIn, Facebook, and Instagram pages.
All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.
Responsibilities:
Key Responsibilities
Compensation Strategy, Philosophy & Program Architecture
  • Own the enterprise compensation philosophy and translate it into clear, practical programs that support business growth, talent attraction, retention, and financial discipline
  • Architect and govern base pay, short-term incentives, long-term incentives, recognition, and executive compensation programs across RaceTrac, Potbelly, Gulf, Energy Dispatch, and Shared Services
  • Design scalable compensation frameworks that align individual, team, and enterprise performance with rewards
  • Ensure programs are consistently applied across a complex, multi-business, multi-unit workforce environment

Compensation Governance, Standards & Operational Execution
  • Lead enterprise compensation cycles, including merit, bonus, incentive, executive compensation, and annual planning processes
  • Establish compensation standards, guardrails, approval practices, and decision criteria that promote rigor, consistency, and defensibility
  • Set direction across job pricing, range management, compensation administration, offer guidance, and pay decision support
  • Improve operational discipline by simplifying workflows, clarifying ownership, strengthening documentation, and improving service delivery

Market Intelligence, Analytics & Financial Stewardship
  • Set the enterprise approach to benchmarking, survey participation, market pricing, and compensation positioning across business units
  • Oversee job matching, pay range analysis, analytics, reporting, and modeling to support informed compensation decisions
  • Translate market insights, pay trends, internal equity considerations, and financial impact into clear recommendations for senior leaders
  • Monitor external trends and internal signals to identify competitive gaps, program risks, cost implications, and opportunities to improve effectiveness

Executive Compensation & Senior Leader Advisory
  • Serve as a trusted advisor to HR Leadership, Finance, and senior business leaders on executive pay, incentive design, and complex compensation decisions
  • Lead STI and LTIP design, administration, and governance to align senior leadership behavior with enterprise performance and long-term value creation
  • Bring executive-level presence, sound judgment, and practical recommendations to high-impact compensation discussions
  • Partner with Legal, HR, and Finance to ensure compensation decisions are compliant, defensible, financially sound, and aligned to business needs

Team Leadership, COE Partnership & Change Enablement
  • Lead and develop a high-performing compensation team with clear priorities, strong technical capability, and defined ownership
  • Define how compensation work is delivered across the COE, HRBPs, Finance, Legal, Payroll, HR Systems, and business leaders
  • Lead cross-functional teams through complex compensation cycles, program changes, integrations, and enterprise initiatives
  • Build trusted partnerships that connect compensation strategy to business needs, talent priorities, associate experience, and financial discipline

Qualifications:
  • Bachelor's degree in Human Resources, Business, Finance, or a related field
  • 10+ years of progressive experience in compensation or total rewards, including enterprise compensation strategy and program design
  • 5+ years of leadership experience spanning strategy, operations, team leadership, and senior stakeholder partnership
  • Deep expertise in compensation program design, benchmarking, governance, incentives, and executive compensation
  • Experience in S-Corp environments a strong plus.
  • Proven success leading compensation programs in multi-business, retail, or high-volume workforce environments
  • Strong background in compensation systems, analytics, process optimization, and cross-functional change management
  • Master's degree or relevant certification such as CCP or GRP preferred

All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.

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