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Compensation Strategy Jobs (NOW HIRING)

OmniCable

Director, Compensation

West Chester, PA · On-site

$118K - $161K/yr

What You'll Do Compensation Strategy & Governance * Develop and execute a comprehensive compensation strategy aligned with OmniCable's business objectives, growth plans, and talent priorities

Pacificlife

AVP, Compensation

Newport Beach, CA · On-site +1

$210K - $250K/yr

Pacific Life is seeking a strategic and consultative leader to serve as the AVP, Compensation, with a BusinessAligned focus. This role leads the translation of enterprise compensation strategy into ...

Pacificlife

AVP, Compensation

Charlotte, NC · On-site +1

$210K - $250K/yr

Pacific Life is seeking a strategic and consultative leader to serve as the AVP, Compensation, with a BusinessAligned focus. This role leads the translation of enterprise compensation strategy into ...

Pacific Life Insurance Company

AVP, Compensation

Omaha, NE · On-site +1

$210K - $250K/yr

Pacific Life is seeking a strategic and consultative leader to serve as the AVP, Compensation, with a BusinessAligned focus. This role leads the translation of enterprise compensation strategy into ...

CFS

Senior Compensation Partner

Madison, WI

$90K - $110K/yr

This Senior Compensation Partner role is a unique opportunity to join an organization where compensation strategy is highly visible and evolving . The company fosters an open, inclusive culture where ...

OmniCable

Director, Compensation

West Chester, PA

$118K - $161K/yr

What You'll Do Compensation Strategy & Governance * Develop and execute a comprehensive compensation strategy aligned with OmniCable's business objectives, growth plans, and talent priorities

Pacificlife

AVP, Compensation

Omaha, NE · On-site +1

$210K - $250K/yr

Pacific Life is seeking a strategic and consultative leader to serve as the AVP, Compensation, with a BusinessAligned focus. This role leads the translation of enterprise compensation strategy into ...

PHOTRONICS INC

Compensation Manager

Brookfield, CT · On-site

This role is responsible for driving compensation strategies, ensuring market competitiveness, supporting organizational growth, and delivering data-driven compensation guidance across the business.

DTCC

Compensation Executive Director

Jersey City, NJ · On-site

$136K - $187K/yr

Executes the DTCC compensation strategy and ensures alignment with DTCC's business, talent, and governance priorities. * Provides oversight of DTCC's compensation programs and the annual compensation ...

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Compensation Strategy information

See salary details

$55.5K

$124.7K

$217.5K

How much do compensation strategy jobs pay per year?

As of Jun 20, 2026, the average yearly pay for compensation strategy in the United States is $124,659.00, according to ZipRecruiter salary data. Most workers in this role earn between $90,000.00 and $157,500.00 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 jobs in the US pay 300,000 a year?

In compensation strategy roles, senior-level positions such as compensation directors, vice presidents, or chief compensation officers can earn $300,000 or more annually, especially in large corporations or financial institutions. These roles typically require extensive experience, advanced degrees, and expertise in compensation analysis, market research, and HR policies.

What jobs pay 500,000 a year in the US?

In compensation strategy roles, high-level executive positions such as Chief Compensation Officers or Compensation Directors can earn $500,000 or more annually, especially in large corporations. Additionally, senior roles in investment banking, private equity, or executive management in certain industries may reach or exceed this level, often combined with bonuses and stock options. These positions typically require extensive experience, advanced degrees, and specialized skills in finance or leadership.

What job makes $10,000 a month without a degree?

In compensation strategy roles, high-level consultants or specialists with extensive experience can earn $10,000 or more per month, especially in senior or executive positions. Such roles often require strong analytical skills, industry knowledge, and sometimes certifications, but may not always require a formal degree if compensated through performance and expertise.

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 profession makes $400,000 a year?

In the field of compensation strategy, senior-level roles such as Compensation Directors or Vice Presidents can earn $400,000 or more annually, especially in large corporations or industries like finance and technology. These positions typically require extensive experience, advanced degrees, and expertise in compensation analysis, benefits, and organizational strategy.

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.

More about Compensation Strategy jobs
What cities are hiring for Compensation Strategy jobs? Cities with the most Compensation Strategy job openings:
What states have the most Compensation Strategy jobs? States with the most job openings for Compensation Strategy jobs include:
What job categories do people searching Compensation Strategy jobs look for? The top searched job categories for Compensation Strategy jobs are:
Compensation Strategy jobs near you
Infographic showing various Compensation Strategy job openings in the United States as of June 2026, with employment types broken down into 94% Full Time, 1% Part Time, and 5% Contract. Highlights an 90% Physical, 2% Hybrid, and 8% Remote job distribution, with an average salary of $124,659 per year, or $59.9 per hour.
Director, Compensation

Director, Compensation

OmniCable

West Chester, PA • On-site

$118K - $161K/yr

Full-time

Posted 19 days ago

OmniCable rating

8.6

Company rating: 8.6 out of 10

Based on 5 frontline employees who took The Breakroom Quiz

33rd of 341 rated retail wholesalers

Job description

Director, Compensation | OmniCable
OmniCable is seeking a Director of Compensation to lead and evolve our enterprise compensation strategy during a pivotal phase of growth. This role is responsible for designing, governing, and continuously improving compensation programs that support performance, scalability, and talent retention across our Corporate, Commercial (Sales), and Distribution organizations.
This is a hands-on leadership role for a compensation professional who thrives in complex, multi-business environments and understands how to balance disciplined governance with business agility. The Director of Compensation will serve as a trusted advisor to senior leaders, partnering closely with Finance, HR Business Partners, Talent, and executive leadership to ensure compensation programs drive the right behaviors and outcomes.
Success in this role requires a structured yet agile leadership approach-balancing disciplined compensation governance with the flexibility to adapt programs as the business evolves. The Director of Compensation must thoughtfully calibrate the pace of change, ensuring compensation initiatives are impactful, sustainable, and aligned with the organization's capacity to absorb change.
What You'll Do
Compensation Strategy & Governance
  • Develop and execute a comprehensive compensation strategy aligned with OmniCable's business objectives, growth plans, and talent priorities
  • Establish clear compensation governance, decision frameworks, and approval processes to ensure consistency, fairness, and compliance
  • Translate compensation philosophy into practical, scalable programs that leaders understand and apply consistently
  • Partner with Finance and Accounting to ensure accruals, budgets, and audit processes are accurate, well-documented, and timely

Job Architecture & Market Competitiveness
  • Own and evolve enterprise job architecture, leveling, and role clarity in partnership with HR Business Partners and Talent
  • Design and maintain base pay structures that balance internal equity with external market competitiveness
  • Lead participation in compensation surveys and apply market insights to pay decisions and strategy

Incentive & Variable Pay Programs
  • Design, implement, and govern sales and field-based incentive plans aligned with margin, pricing discipline, and growth goals
  • Oversee variable compensation programs that reinforce pay-for-performance principles
  • Partner with Finance and business leaders to ensure incentive plans are financially sound, clearly measurable, and operationally executable
  • Continuously evaluate plan effectiveness and recommend enhancements as business needs evolve

Annual Compensation Cycles
  • Lead all annual compensation processes, including merit, bonus, and incentive planning
  • Ensure alignment with budgets, accurate execution, and clear communication to leaders
  • Prepare executive-level insights on compensation outcomes, trends, and risks

Pay Equity, Compliance & Risk
  • Ensure compliance with all applicable compensation-related laws and regulations
  • Proactively assess and mitigate pay equity risks in partnership with HR and Legal
  • Maintain strong documentation, audit readiness, and data integrity

People Leadership & Enablement
  • Lead and develop the compensation function, building scalable processes and deep subject-matter expertise
  • Establish clear priorities, expectations, and development plans for team members
  • Serve as a compensation expert and advisor to HR Business Partners and business leaders

Communication & Change Leadership
  • Partner with HRIS, IT, and Analytics teams to ensure compensation systems and reporting are scalable and accurate
  • Develop leader-facing education and communication that improves understanding of compensation philosophy and decision accountability
  • Drive thoughtful change management that aligns pacing, adoption, and business impact
OmniCable logo

About OmniCable

Sourced by ZipRecruiter

Industry

Electrical equipment, appliance, and component manufacturing

Company size

201 - 500 Employees

Headquarters location

West Chester, PA, US

Year founded

1977

Social media

Twitter

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