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Compensation Strategy Jobs in Baltimore, MD (NOW HIRING)

Sbdinc

Senior Director, Compensation - GSC

Towson, MD · Remote

$119K - $163K/yr

Lead the strategic design and administration of compensation programs for the supply chain organization (inclusive of hourly and salaried roles globally), including wage scales, job grading, job ...

Accendra

Senior Compensation Consultant

Annapolis, MD · 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 ...

T. Rowe Price

Head of Global Compensation

Owings Mills, MD · Hybrid

$120K - $164K/yr

Liaises with HRBPs and other HR COEs to influence key stakeholders and bring consensus on appropriate compensation strategies and best practices that meet the needs of the broad-based associate ...

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All JobsCompensation Strategy JobsCompensation Strategy Jobs in Baltimore, MD

Compensation Strategy information

See Baltimore, MD salary details

$55.1K

$123.9K

$216.1K

How much do compensation strategy jobs pay per year?

As of Aug 2, 2026, the average yearly pay for compensation strategy in Baltimore, MD is $123,866.00, according to ZipRecruiter salary data. Most workers in this role earn between $89,400.00 and $156,500.00 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 Baltimore, MD? For Compensation Strategy jobs in Baltimore, MD, the most frequently searched job titles are:
What job categories do people searching Compensation Strategy jobs in Baltimore, MD look for? The top searched job categories for Compensation Strategy jobs in Baltimore, MD are:
What cities near Baltimore, MD are hiring for Compensation Strategy jobs? Cities near Baltimore, MD with the most Compensation Strategy job openings:
Compensation Strategy jobs near you

Compensation Analyst II

Johns Hopkins Healthcare

Baltimore, MD • On-site

$31.53 - $52.06/hr

Full-time

Posted 11 days ago

Johns Hopkins Medicine rating

7.5

Company rating: 7.5 out of 10

Based on 205 frontline employees who took The Breakroom Quiz

232nd of 887 rated healthcare providers

Job description

Summary
Supports the development, implementation, and administration of compensation programs to ensure market competitiveness and alignment with Johns Hopkins' compensation strategy and objectives. Evaluates compensation data, conducts market research, supports the design of compensation structures, and ensures that Johns Hopkins' compensation practices are competitive, fair, and aligned with organizational goals. Provides guidance and assistance to less experienced analysts.
Essential Functions
Collects, analyzes, and interprets compensation data to identify trends and ensure competitive compensation packages.
Assesses jobs and their respective duties to determine FLSA classification and appropriate salary range.
Develops compensation strategies and structures.
Advises management on compensation actions for designated employee population.
Acts as a strategic partner to assigned business entities in managing the needs assessment, design, and implementation of customer solutions related to compensation and reward services.
Participates in compensation and benefit market surveys.
Coordinates the processing of all federal and state wage determination changes and ensures timely application of wage updates on all contractual and program dates, investigating, documenting, and processing any necessary retroactive adjustments.
Analyzes and reconciles data across multiple systems to ensure data accuracy, integrity, and consistency.
Assists in the design, implementation, and administration of incentive and bonus programs.
Supports the administration of merit increases, promotions, and other salary adjustments.
Serves as a resource to other Compensation staff, providing coaching and guidance.
Qualifications
Bachelor's Degree in human resources, business administration, or a related field (Required)
One year of relevant education may be substituted for one year of required work experience, or one year of relevant professional-level work experience may be substituted for one year of required education.
Minimum 2 Years of Experience of experience in compensation analysis or a related field (Required)
Salary Range: $31.53/hour - $52.06/hour. Compensation will be commensurate with equity and experience for roles of similar scope and responsibility.
The Hospital reserves the right to modify employee schedules as needed.
We are committed to creating a welcoming and inclusive environment, where we embrace and celebrate our differences, where all employees feel valued, contribute to our mission of serving the community, and engage in equitable healthcare delivery and workforce practices.
Johns Hopkins Health System and its affiliates are drug-free workplace employers.
Johns Hopkins Health System and its affiliates are an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity and expression, age, national origin, mental or physical disability, genetic information, veteran status, or any other status protected by federal, state, or local law.

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