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Compensation Strategy Jobs in Miami, FL (NOW HIRING)

Atlas Air

Director of Compensation

Miami, FL · On-site

$119K - $163K/yr

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 ...

AeroVironment

Senior Compensation Analyst

Sunrise, FL

$93K - $141K/yr

Position Responsibilities Support Compensation Strategy & Program Design * Develop and maintain robust salary structures, job levelling, and internal pay frameworks. * Assist with the design and ...

Pacifica Continental

Total Rewards Manager

Fort Lauderdale, FL · On-site

$76K - $102K/yr

POSITION SCOPE AND ORGANIZATIONAL IMPACT Total Rewards Manager will design, implement, and maintain a market-competitive, comprehensive compensation, health and welfare strategy that will enhance the ...

Raucy

Workers' Compensation Senior Analyst

Miami, FL · Remote

$75K - $90K/yr

The Senior Analyst will own the regional strategy, performance, and execution across all aspects of the workers' compensation program. This leader will partner closely with the aviation client's Risk ...

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Showing results 21-40

All JobsCompensation Strategy JobsCompensation Strategy Jobs in Miami, FL

Compensation Strategy information

See Miami, FL salary details

$53.1K

$119.2K

$208K

How much do compensation strategy jobs pay per year?

As of Aug 6, 2026, the average yearly pay for compensation strategy in Miami, FL is $119,229.00, according to ZipRecruiter salary data. Most workers in this role earn between $86,100.00 and $150,600.00 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 Miami, FL? For Compensation Strategy jobs in Miami, FL, the most frequently searched job titles are:
What job categories do people searching Compensation Strategy jobs in Miami, FL look for? The top searched job categories for Compensation Strategy jobs in Miami, FL are:
What cities near Miami, FL are hiring for Compensation Strategy jobs? Cities near Miami, FL with the most Compensation Strategy job openings:
Compensation Strategy jobs near you

Director of Compensation

Atlas Air

Miami, FL • On-site

$119K - $163K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 5 days ago

Job description

Join Atlas Air Worldwide. Move the World with Us!
At Atlas Air Worldwide, we're not just an airline, we're a global engine powering cargo, passenger, and leasing operations across more than 70 countries. As a leader in outsourced aviation logistics, we're built on a foundation of safety, service excellence, integrity, innovation, teamwork, and responsibility. With over 30 years of history, a modern all-Boeing fleet, and nearly 5,000 teammates collaborating across operations, technical, and corporate functions, we're driven by purpose.
If you're ready to grow, innovate, and help us deliver excellence every single day, you belong here.
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 expert on job architecture, salary structures, pay equity, market competitiveness, incentive programs, and compensation governance.
The role leads the development and implementation of a comprehensive job architecture framework, including job families, career levels, job evaluations, and salary bands that support organizational growth, workforce planning, internal equity, and talent mobility. The Director partners closely with executive leadership, HR Business Partners, Talent Acquisition, Finance, and business leaders to ensure compensation programs align with business objectives and attract, retain, and motivate top talent.
Key Responsibilities
Compensation Strategy & Leadership
  • Develop and execute the organization's compensation philosophy and strategy.
  • Design compensation programs that align with business objectives, talent strategy, and market competitiveness.
  • Advise executive leadership on compensation trends, risks, opportunities, and workforce implications.
  • Lead annual compensation planning processes, including merit increases, promotions, market adjustments, incentive plans, and salary reviews.
  • Establish compensation governance processes and decision-making frameworks.

Job Architecture Design & Implementation
  • Lead the design, implementation, and ongoing management of the organization's job architecture.
  • Develop and maintain job families, career frameworks, job levels, and competency models.
  • Establish consistent job evaluation methodologies across the enterprise.
  • Create scalable career progression frameworks that support talent mobility and workforce development.
  • Partner with business leaders to assess and redesign organizational structures as needed.
  • Ensure job architecture supports workforce planning, succession planning, recruiting, and performance management.

Salary Structure & Pay Band Management
  • Design, implement, and maintain salary grades, pay ranges, and salary bands across all employee populations.
  • Conduct market pricing analyses and benchmark positions against relevant labor markets.
  • Establish compensation structures that balance external competitiveness with internal equity.
  • Develop methodologies for geographic differentials, remote work pay practices, and global compensation structures where applicable.
  • Conduct regular reviews of salary structures and recommend adjustments based on market movement and business needs.
  • Develop compensation guidelines for promotions, transfers, hiring offers, and internal mobility.

Pay Equity & Compliance
  • Lead pay equity analyses and develop remediation strategies where necessary.
  • Ensure compliance with all federal, state, local, and international compensation regulations.
  • Monitor evolving pay transparency legislation and implement required practices.
  • Conduct audits to ensure compensation programs are applied consistently and fairly.
  • Maintain documentation and governance controls related to compensation decisions.

Incentive & Variable Compensation Programs
  • Design and administer annual incentive, bonus, sales compensation, and recognition programs.
  • Evaluate program effectiveness and alignment with organizational performance goals.
  • Develop metrics and scorecards to measure compensation program outcomes.
  • Partner with Finance to model compensation costs and forecast budget impacts.

Analytics & Reporting
  • Develop compensation dashboards, metrics, and executive reporting.
  • Analyze compensation trends, turnover data, hiring competitiveness, and workforce demographics.
  • Provide data-driven recommendations to support workforce and business decisions.
  • Utilize advanced compensation modeling and workforce analytics to inform strategy.

Stakeholder Partnership
  • Serve as the primary compensation advisor to senior leaders and HR Business Partners.
  • Partner with Talent Acquisition on offer strategy and recruiting competitiveness.
  • Collaborate with Finance on workforce planning, budgeting, and compensation forecasting.
  • Educate leaders on compensation philosophy, salary administration, and pay decisions.

Team Leadership
  • Lead, mentor, and develop compensation professionals and analysts.
  • Build organizational capability in compensation planning and salary administration.
  • Foster a data-driven, customer-focused compensation function.
  • Manage external compensation consultants, survey providers, and technology vendors.

Qualifications
Required
  • Bachelor's degree in Human Resources, Business, Finance, Economics, or related field.
  • Minimum 10+ years of progressive compensation experience.
  • Minimum 5+ years leading compensation teams and enterprise-wide programs.
  • Demonstrated experience designing and implementing job architecture frameworks from the ground up.
  • Demonstrated experience designing salary grades, pay bands, and compensation structures.
  • Deep expertise in compensation benchmarking, market pricing, and pay equity analysis.
  • Strong analytical and financial modeling capabilities.
  • Experience working with executive leadership teams.
  • Advanced proficiency with Excel, HRIS systems, and compensation management tools.

Preferred
  • Master's degree or MBA.
  • Certified Compensation Professional (CCP) designation.
  • Experience supporting public companies and executive compensation programs.
  • Experience in global compensation design and administration.
  • Experience implementing compensation technology platforms.

#GH19 #LI-Hybrid #LI-20
Applicants must be legally authorized to work in the United States. This position is not eligible for employment visa sponsorship or employer immigration support either now or in the future.
The Company is an Equal Opportunity Employer. It is our policy to afford equal employment opportunity to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, national origin, citizenship, place of birth, age, disability, protected veteran status, gender identity or any other characteristic or status protected by applicable in accordance with federal, state and local laws.
If you'd like more information about your EEO rights as an applicant under the law, please download the available EEO is the Law document by clicking "EEO Is The Law" .
To view our Pay Transparency Statement, please click here: Pay Transparency Statement
Competitive compensation will be offered based on a variety of factors, including a candidate's experience, skills, education, geographic location, internal equity and other factors. In addition, a range of benefits to include medical, dental and vision insurance, employee assistance program, as well as generous paid time off, and 401K contributions are offered as a part of the total compensation package.
Pay Range
$192,000-$225,000 USD
At Atlas Air Worldwide, we believe in the power of people, the promise of innovation, and the responsibility we hold to each other, to our customers, and to the planet. Join us and be part of a team that lifts more than cargo; we lift ambition.

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