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Compensation Strategy Jobs (NOW HIRING)

OneMain Financial

Compensation Leader

New York, NY · Hybrid

$190K - $220K/yr

As a direct report to the Head of Total Rewards, this role will help to drive the OneMain Financial Equity and Deferred Compensation strategy and design, Executive Compensation strategy (including ...

Harris County

Analyst, Compensation

Houston, TX · On-site

Strategic Compensation Analysis & Reporting: Extracts, validates, and analyzes complex compensation datasets to evaluate pay equity, market alignment, and classification accuracy; develops and ...

RaceTrac Petroleum, Inc.

Director, Compensation

Atlanta, GA · On-site

$118K - $162K/yr

Compensation Strategy, Philosophy & Program Architecture * Own the enterprise compensation philosophy and translate it into clear, practical programs that support business growth, talent attraction ...

Chewy

Director, Compensation

Bellevue, WA · On-site

$186K - $297K/yr

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

Woodmac

Director, Sales Incentive Compensation

Houston, TX

$119K - $163K/yr

Operating as a senior strategic partner to executive leadership, the Director leads the development, financial modeling, governance, and optimization of all variable compensation programs across the ...

Insperity

Senior Compensation Consultant

Support for clients' compensation strategies and initiatives include, but are not limited to: evaluation of existing pay programs; identification of client's key business goals; objectives and ...

Woodmac

Director, Sales Incentive Compensation

Chicago, IL · On-site

$128K - $176K/yr

Operating as a senior strategic partner to executive leadership, the Director leads the development, financial modeling, governance, and optimization of all variable compensation programs across the ...

Insperity

Senior Compensation Consultant

Houston, TX · On-site

Support for clients' compensation strategies and initiatives include, but are not limited to: evaluation of existing pay programs; identification of client's key business goals; objectives and ...

Chewy

Director, Compensation

Bellevue, WA · On-site

$186K - $297K/yr

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

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Compensation Strategy information

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How much do compensation strategy jobs pay per year?

As of Sep 12, 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.

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.
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Compensation Strategy jobs near you
Infographic showing various Compensation Strategy job openings in the United States as of September 2026, with employment types broken down into 1% As Needed, 77% Full Time, 18% Part Time, and 4% Contract. Highlights an 83% Physical, 2% Hybrid, and 15% Remote job distribution, with an average salary of $124,659 per year, or $59.9 per hour.

Director, Global Compensation

Golden Valley, MN • On-site

Resideo Technologies Inc.
Manufacturing • 10K+ employees
Learn more about Resideo Technologies Inc.external

$129K - $177K/yr

Other

Posted 14 days ago

Key responsibilities

  • Lead the design, implementation, and administration of global compensation programs, including executive, annual incentive, broad-based, sales, and recognition programs.

  • Oversee compensation planning processes such as merit, bonus, and equity cycles, ensuring programs are competitive and aligned with business objectives.

  • Collaborate with leadership and stakeholders to gather feedback, provide strategic guidance, and support communication and education related to compensation programs.

Job description

The Director, Global Compensation is responsible for leading the design, strategy, governance, and execution of Resideo's global compensation programs. This role drives the development of compensation programs that attract, retain, and motivate talent while ensuring alignment with business strategy, market competitiveness, financial sustainability, and shareholder interests. The successful candidate is a strategic thinker, strong operator, and influential partner who can balance long-term program design with execution excellence.

Job Duties Global Compensation Strategy & Design
  • Develop and execute the global compensation strategy in support of company, talent, and business objectives.
  • Lead the design, implementation, and administration of:
    • Executive compensation programs
    • Annual incentive plans
    • Broad-based compensation programs
    • Sales compensation programs (as applicable)
    • Recognition programs
  • Oversee annual compensation planning processes including merit, bonus, and equity cycles.
  • Ensure compensation programs are competitive, financially sustainable, and aligned with pay-for-performance principles.
  • Lead compensation benchmarking, market analysis, annual labor market surveys, and external competitive assessments to inform program design and pay decisions.
  • Provide strategic compensation guidance to executive leadership, HR Business Partners, and business leaders.
  • Proactively collaborate with business leaders, HR Business Partners, and key stakeholders to gather feedback, understand business needs, and shape compensation strategic priorities.
  • Partner closely with Finance, Legal, Payroll, HR Operations, and executive leadership on compensation-related decisions.
  • Support the Compensation Committee with materials, analyses, and governance processes.
  • Own employee and manager education related to compensation programs, including compensation planning, to build awareness, understanding, and effective use of company programs.
  • Modernize the company's overall job architecture to support scalable career frameworks, consistent role leveling, and clearer alignment between jobs, pay, and career progression.
  • Ensure employees have clear, accessible information about compensation programs, processes, and how compensation decisions are made.
  • Monitor global legislative, regulatory, and market developments impacting compensation programs.
  • Drive continuous improvement and simplification of compensation processes, tools, and reporting.
  • Lead and develop a high-performing compensation team and external consulting partnerships.
Leadership Expectations
  • Build strong partnerships with senior leaders across the organization
  • Influence decisions through data, insights, and business acumen.
  • Foster a culture of accountability, continuous improvement, and innovation.
  • Balance strategic vision with operational execution.
  • Champion simplification, scalability, and operational excellence.
You Must Have
  • 10+ years of progressive compensation experience, including leadership of global programs.
  • Deep expertise in compensation strategy, design, governance, and administration.
  • Strong analytical, financial modeling, and data interpretation skills.
  • Experience leading global compensation planning processes.
We Value
  • Experience supporting Compensation Committee activities and executive compensation programs.
  • Experience partnering with executive leadership teams and board-level stakeholders.
  • Innovative and modernize approaches to compensation, including but not limited to AI solutions.
  • Demonstrated success leading cross-functional initiatives and organizational change.
  • Effective communication, consulting, and influencing skills.

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