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Compensation Strategy Jobs in Rockingham, NC (NOW HIRING)

Cook Out

Restaurant General Manager

Southern Pines, NC · On-site

$75K - $100K/yr

... strategic planning and team accountability. Team Development: Recruit, train, and coach a large ... Executive Compensation & Benefits We believe in rewarding hard work with industry-leading ...

Cook Out

Restaurant General Manager

Rockingham, NC · On-site

$75K - $100K/yr

... strategic planning and team accountability. Team Development: Recruit, train, and coach a large ... Executive Compensation & Benefits We believe in rewarding hard work with industry-leading ...

Cook Out

Restaurant General Manager

Laurinburg, NC · On-site

$75K - $100K/yr

... strategic planning and team accountability. Team Development: Recruit, train, and coach a large ... Executive Compensation & Benefits We believe in rewarding hard work with industry-leading ...

Cook Out

Restaurant General Manager

Southern Pines, NC · On-site

$75K - $100K/yr

... strategic planning and team accountability. Team Development: Recruit, train, and coach a large ... Executive Compensation & Benefits We believe in rewarding hard work with industry-leading ...

Cook Out

Restaurant General Manager

Raeford, NC · On-site

$75K - $100K/yr

... strategic planning and team accountability. Team Development: Recruit, train, and coach a large ... Executive Compensation & Benefits We believe in rewarding hard work with industry-leading ...

Cook Out

Restaurant General Manager

Laurinburg, NC · On-site

$75K - $100K/yr

... strategic planning and team accountability. Team Development: Recruit, train, and coach a large ... Executive Compensation & Benefits We believe in rewarding hard work with industry-leading ...

Cook Out

Restaurant General Manager

Raeford, NC · On-site

$75K - $100K/yr

... strategic planning and team accountability. Team Development: Recruit, train, and coach a large ... Executive Compensation & Benefits We believe in rewarding hard work with industry-leading ...

Cook Out

Restaurant General Manager

Rockingham, NC · On-site

$75K - $100K/yr

... strategic planning and team accountability. Team Development: Recruit, train, and coach a large ... Executive Compensation & Benefits We believe in rewarding hard work with industry-leading ...

Flatiron Construction Corp

Grading Operator

Aberdeen, NC · On-site

$28 - $35/hr

Maintains knowledge of Company's values and strategic plan. * Performs additional assignments per ... Comprehensive compensation package and paid time off program * Industry leading 401(k)/RRSP

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All JobsCompensation Strategy JobsCompensation Strategy Jobs in Rockingham, NC

Compensation Strategy information

See Rockingham, NC salary details

$46.7K

$104.9K

$183.1K

How much do compensation strategy jobs pay per year?

As of Sep 12, 2026, the average yearly pay for compensation strategy in Rockingham, NC is $104,948.00, according to ZipRecruiter salary data. Most workers in this role earn between $75,800.00 and $132,600.00 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.

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.
Compensation Strategy jobs near you
Infographic showing various Compensation Strategy job openings in Rockingham, NC as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 17% Part Time, and 3% Contract. Highlights an 82% Physical, 2% Hybrid, and 16% Remote job distribution, with an average salary of $104,948 per year, or $50.5 per hour.

Chief Executive Officer

Aberdeen, NC • On-site

Habitat For Humanity International
See more jobs at Habitat For Humanity Internationalexternal

Other

Re-posted 2 days ago

Habitat For Humanity rating

6.8

Company rating: 6.8 out of 10

Based on 105 frontline employees who took The Breakroom Quiz

Job description

The Chief Executive Officer (CEO) is responsible for the strategic direction, financial sustainability and community partnerships of Habitat for Humanity of the NC Sandhills. Reporting to and partnering with the Board of Directors, the CEO translates long-term strategic plans into annual operating goals. This executive leader oversees organization-wide alignment across construction, repair programs, family services, fundraising and ReStore retail operations.


Responsibilities

Strategic leadership & execution

  • Translate long-term strategic plans into measurable annual operating plans and KPI dashboards.
  • Ensure full compliance with Habitat for Humanity International standards, local policies and legal regulations.
  • Align operations across fundraising, family services and ReStore locations.
  • Manage a multi-million-dollar budget with diverse revenue streams (grants, donations, mortgages and retail).
  • Drive fundraising strategies, expanding philanthropic support from major donors, corporate sponsors and grants.
  • Oversee strict financial controls, forecasting, and scenario planning.

Team leadership & organizational culture

  • Lead, mentor and recruit a high-performing, geographically distributed senior leadership team.
  • Foster an organizational culture rooted in accountability, safety, collaboration and mission alignment.
  • Implement clear performance management systems tied directly to strategic goals.

Operations & rural program management

  • Oversee all multi-county operations, including home construction, repair programs and volunteer engagement.
  • Standardize processes to maximize efficiency across all dispersed project sites.
  • Supervise ReStore retail operations to maximize profitability and mission integration.

Community & stakeholder relations

  • Serve as the primary external ambassador and housing advocate across the rural service area.
  • Build partnerships with local governments, financial lenders, contractors and community organizations.
  • Expand volunteer engagement networks, including corporate and faith-based groups.
  • Act as the primary liaison to the Board of Directors, supplying regular KPI dashboards and performance reports.
  • Support the Board in fiduciary oversight, policy development and rural-focused recruitment.
Qualifications
  • Education: Bachelor’s degree in Business, Marketing, Nonprofit Administration, or a related field (or equivalent work experience).
  • Experience: Minimum 5 years of executive leadership experience in a nonprofit organization or relevant management role.
  • Relations: Proven track record of building local community, governmental and stakeholder partnerships.
  • Fundraising: Direct experience developing targeted fundraising campaigns and cultivating major donors or corporate sponsors is highly preferred.
  • Communication: Exceptional verbal, written and public presentation skills.

Compensation

Commensurate with experience and education

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What Habitat For Humanity employees say

Pay

Benefits

Hours and flexibility

Workplace

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