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Compensation Strategy Jobs in Hialeah, FL (NOW HIRING)

Chewy

Director, Compensation

Plantation, FL

$186K - $297K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

This leader will oversee Chewy's Broad-Based Compensation function, leading a team of compensation professionals responsible for supporting enterprise compensation strategy, market competitiveness ...

Royal Caribbean Group

Senior Analyst, Compensation

Miami, FL · On-site

$79K - $103K/yr

The Senior Compensation Analyst leads advanced compensation analyses and provides strategic, data-driven insights to support the company's compensation philosophy, programs, and regulatory compliance.

Papco

Director, Executive Compensation

Miami, FL · On-site

$119K - $163K/yr

This role serves as a strategic partner to senior leadership, supporting compensation programs for the C-Suite and Named Executive Officers (NEOs). The Director will oversee equity compensation ...

FirstService Residential

Director of Compensation

Dania Beach, FL · On-site

$185K - $200K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

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 ...

Atlas Air

Director of Compensation

Miami, FL · On-site

$119K - $163K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

The Director of Compensation is responsible for the strategy, design, governance, and execution of the organization's compensation programs. This leader serves as the organization's subject matter ...

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All JobsCompensation Strategy JobsCompensation Strategy Jobs in Hialeah, FL

Compensation Strategy information

See Hialeah, FL salary details

$50.3K

$112.9K

$197K

How much do compensation strategy jobs pay per year?

As of Aug 17, 2026, the average yearly pay for compensation strategy in Hialeah, FL is $112,898.00, according to ZipRecruiter salary data. Most workers in this role earn between $81,500.00 and $142,600.00 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 skills do you need to be a compensation analyst?

A compensation analyst needs strong analytical skills, proficiency in Excel and data management tools, and a good understanding of compensation structures and market trends. Attention to detail, communication skills, and knowledge of HR policies are also important for developing and implementing pay strategies.

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 Hialeah, FL?

For Compensation Strategy jobs in Hialeah, FL, the most frequently searched job titles are:

What job categories do people searching Compensation Strategy jobs in Hialeah, FL look for?

The top searched job categories for Compensation Strategy jobs in Hialeah, FL are:

What cities near Hialeah, FL are hiring for Compensation Strategy jobs?

Cities near Hialeah, FL with the most Compensation Strategy job openings:

Compensation Strategy jobs near you

Sr. Manager, Sales Compensation & Strategy

WatchGuard Technologies, Inc.

Miami, FL • On-site

Full-time

Re-posted yesterday

Job description

About the Position 
The Senior Manager, Sales Compensation Strategy owns the design, modeling, and execution of WatchGuard's global sales compensation programs and serves as a strategic partner across the go-to-market organization. Reporting to the VP of Business Operations, this role sits at the intersection of Sales, Marketing, Finance, and Revenue Operations, ensuring our incentive plans are aligned with company strategy, financially sound, and built to scale.
This is a high-visibility individual contributor role supporting a global commission population of 200+ team members, with the potential to build out a team over time. A key early focus will be modernizing how we measure and reward performance, including leading the transition from a TCV-based to an ARR-based compensation framework.
 
 
A Day in the Life
No two days look quite the same in this role. One morning you might be deep in a model evaluating the cost and behavioral impact of moving a compensation plan from TCV to ARR; by the afternoon, you're partnering with Sales leadership and FP&A on quota setting for the upcoming Annual Operating Plan. You field a question from Revenue Operations about how a new route to market should be incentivized, refine a Power BI dashboard so leadership can see attainment at a glance, and flag a process gap in how commission agreements are administered. You move fluidly between strategic, big-picture modeling and the detailed, hands-on work that keeps commissioned team members paid accurately and on time. Throughout, you act as the connective tissue between Operations, Finance, and the field, translating company strategy into compensation that drives the right outcomes.
Position Responsibilities
  • Lead the planning, modeling, and execution of sales compensation programs across a global commission population of 200+ employees.
  • Analyze current compensation plans for effectiveness, cost, and alignment with company objectives, and recommend improvements.
  • Drive the transition of compensation structures from TCV-based to ARR-based metrics, including modeling the financial and behavioral impact of the change.
  • Partner with FP&A and Sales leadership on the Annual Operating Plan (AOP) process, including quota setting, capacity planning, and cost modeling.
  • Build financial models to evaluate new routes to market, sales team structures, and the compensation impact of M&A activity.
  • Serve as a cross-functional partner across Sales, Marketing, Finance, and Revenue Operations to ensure compensation strategy supports broader go-to-market goals.
  • Identify and close process gaps in compensation planning, governance, and administration.
  • Partner with the commissions team to operationalize approved plans, translating plan design into clear calculation logic, documentation, and payout processes so commissions are calculated accurately and paid on time.
Skills and Qualifications
  • Deep expertise in sales compensation plan design, modeling, and execution for sizable, distributed sales teams.
  • Strong financial modeling skills, including modeling new routes to market, team structures, and M&A impacts.
  • Proficiency with Tableau and/or Power BI for reporting and analysis.
  • Demonstrated ability to partner cross-functionally across Sales, Marketing, Finance, and Revenue Operations.
  • Excellent analytical, communication, and stakeholder-management skills.
  • Comfort operating with ambiguity and driving process improvements in a fast-moving environment
  • Familiarity with ARR-based metrics and recurring-revenue business models preferred.
  • Exposure to sales compensation platforms and FP&A/ERP systems preferred.
Experience
  • 10+ years of experience in sales compensation, sales strategy, sales finance, or a closely related field.
  • Track record of owning compensation programs for large, distributed commission populations.
  • Experience supporting a B2B SaaS or recurring-revenue business preferred.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.