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Compensation Strategy Jobs in Baltimore, MD (NOW HIRING)

Pwc

Data Strategy-Manager

Baltimore, MD · On-site

$99K - $232K/yr

Responsibilities - Lead the creation and execution of data-driven strategies to enhance business ... Actual compensation within the range will be dependent upon the individual's skills, experience ...

Pwc

Data Strategy & Governance -Director

Baltimore, MD · On-site

$155K - $410K/yr

Make strategic choices and drive change by addressing system-level enablers. Promote technological ... Actual compensation within the range will be dependent upon the individual's skills, experience ...

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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 23, 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.

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 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.

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 is an example of a compensation strategy?

A compensation strategy is a plan that organizations use to determine how to pay employees, often balancing base salary, bonuses, benefits, and incentives to attract and retain talent. For example, a company might implement a performance-based pay system that rewards employees for achieving specific goals, aligning compensation with organizational objectives. Developing an effective strategy requires understanding industry standards, job roles, and employee motivation factors.

What skills do you need to be a compensation strategy analyst?

A compensation strategy analyst needs strong analytical skills, proficiency in data analysis tools like Excel or HRIS systems, and a solid understanding of compensation structures and market trends. Excellent communication skills and the ability to interpret and present data effectively are also essential for developing competitive pay strategies.

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

Helpdesk Support Specialist III

Na Ali'i Consulting & Sales, LLC.

Aberdeen Proving Ground, MD • On-site

$80K - $105K/yr

Full-time

Re-posted 10 days ago

Job description

Overview

Nakupuna Companies is seeking a Helpdesk Support Specialist III. The Helpdesk Support Specialist III provides advanced technical support and problem resolution for complex IT issues, serving as Tier 2 and/or Tier 3 support. This includes receiving escalated tickets from Tier 1 support while managing sophisticated technical challenges and system-level problems.

Responsibilities

The following reflects management's definition of essential functions for this position but does not restrict the tasks that may be assigned. Management may assign additional duties and responsibilities at any time to accommodate business needs.

  • Operate as the single point of contact for Tier 1 and Tier 2 helpdesk operations within the hours of 0700-1800.
  • Review and handle service requests and support calls and provide the government lead with weekly metrics. Actions include tracking, auditing, resolving issues, and giving feedback on findings.
  • Identify and resolve issues across various operating systems, including computer imaging, profile creation, application installation, and hardware/software upgrades.
  • Address printer maintenance, connectivity, and setup, as well as service tickets for installing printer toner cartridges and fuse kits.
  • Maintain accountability by accurately tracking all mobility devices and ensuring access to: DISA Storefront, DISA Purebred, vendor portal, and C5ISR's Apple Business Manager Account.
  • Provide alternate Information Management Officer (IMO) support including, but not limited to: NIPR/SIPR account creation and deletion; hardware and software installation; hardware recommendations and purchase requests; workstation and mobile device setup and support; Defense Enterprise Provisioning Online (DEPO) back up; manage email accounts; create mailboxes; and create distribution lists.
  • Gather, analyze, respond to, resolve, or forward customer telecommunications requirements or problems.
  • Provide alternate DREN system administrator support to include, but not limited to, troubleshooting/patching DREN systems and troubleshooting network issues.
  • Maintain accountability of software licenses and life-cycle replacement documentation for software licenses, life-cycle replacement of end user devices to include computers, printers, laptops, scanners, and other hardware.
  • Submit local service requests (LSRs), and installation RNEC helpdesk ticket requests as appropriate.
  • Identify or replace hardware components for any parts that are out of warranty.
  • Provide backup support for VTC capabilities, including connection setup and troubleshooting assistance.
  • Provide JWICS support: Account Creation/Renewal/Extensions/Password resets; Imaging and Deployment of Systems; Software Installations and Working with GISA Enterprise to Patch Vulnerabilities; Dispositions and Sanitation of devices at end of lifecycle
  • Coordinate closely with the Center and the installation RNEC telephone control officer (TCO) to ensure services proceed with minimal or no interruptions.
  • Manage customer requests through the ticketing system by gathering information, conducting research, and communicating with customers. Convert Portal tickets to Remedy for escalations. Track, resolve issues, and provide feedback to complete the process.
  • Align systems related to Windows and UNIX operating systems, containers, and cloud computing technologies with current DISA Security Technical Implementation Guides (STIG) and security requirements, ensuring compliance with the cybersecurity posture of managed information systems within their network.
Qualifications

Education and Experience:

  • Bachelor's degree in IT, Computer Science, or related field
  • 5+ years of technical support experience
  • 2+ years in Tier 2/3 support role
  • Required certifications including Security+ CE. Other certifications desired but not required, such as:
    • SecurityX / CASP+
    • CCNP Security
    • CISA
    • FITSP-O
    • GICSP
    • SSCP

Clearance Requirements:  TS/SCI with CI Poly. Must be a U.S. Citizen.

Physical Requirements: The ideal candidate must at a minimum be able to meet the following physical requirements of the job with or without a reasonable accommodation:

  • Ability to perform repetitive motions with the hands, wrists, and fingers.
  • Ability to engage in and follow audible communications in emergency situations.
  • Ability to sit for prolonged periods at a desk and working on a computer.

The Nakupuna Companies use a market-based compensation strategy to ensure that our employees are compensated within applicable market ranges commensurate with multiple factors, including but not limited to the individual's particular combination of education, knowledge, skills, competencies, and experience, as well as contract-specific affordability, organizational requirements, and position location. The projected compensation range for this position is $80,000.00 to $105,000.00 (annualized USD). The salary range displayed represents the typical salary range for this position and is just one component of Nakupuna Companies total compensation package for employees.

Employment Type: FULL_TIME

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