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Compensation Strategy Jobs (NOW HIRING)

Lancesoft INC

Benefits & Compensation Specialist

Dallas, TX · On-site

$48.70 - $60.18/hr

Acts as a subject matter expert to support leadership on compensation strategy, salary benchmarking, job evaluations, and compliance. Key Responsibilities: * Lead compensation programs, projects, and ...

Lancesoft INC

Benefits & Compensation Specialist

Dallas, TX · On-site

$48.70 - $60.18/hr

Acts as a subject matter expert to support leadership on compensation strategy, salary benchmarking, job evaluations, and compliance. Key Responsibilities: * Lead compensation programs, projects, and ...

Acuren Inspection, Inc.

Director of Compensation

Houston, TX · On-site

$116K - $159K/yr

Responsibilities Compensation Strategy & Leadership * Develop and execute a comprehensive compensation strategy aligned with business objectives, talent priorities, and shareholder expectations.

Dallas College

Senior Director, Compensation

Dallas, TX · On-site

$102K/yr

Deep expertise in compensation strategy, design, and administration, including base pay structures, incentive programs, and market benchmarking. * Strong knowledge of job architecture, job evaluation ...

Dallas College

Senior Director, Compensation

Dallas, TX · On-site

$102K/yr

Deep expertise in compensation strategy, design, and administration, including base pay structures, incentive programs, and market benchmarking. * Strong knowledge of job architecture, job evaluation ...

CFS

Compensation Programs Manager

Madera, CA · Hybrid

$150K - $210K/yr

The organization is seeking a dedicated compensation leader to bring structure, strategy, and consistency to a growing and evolving environment. Key Responsibilities * Lead job evaluations, market ...

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All JobsCompensation Strategy Jobs

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.
Sr. Manager of GTM Incentive Compensation

Sr. Manager of GTM Incentive Compensation

Klaviyo

San Francisco, CA • Hybrid

Other

Posted 26 days ago

Job description

About the Team

The GTM Incentive Compensation team sits at the intersection of Revenue Operations, Finance, Strategy, and Systems. The team owns the design, governance, administration, and operational integrity of incentive compensation programs across Klaviyo's go-to-market organization.

This team partners closely with Sales, Customer Experience, Partnerships, Finance, HR, and Business Systems to ensure compensation programs drive the right business outcomes while maintaining operational accuracy, scalability, and trust.

About the Role

We are seeking a strategic and operationally excellent Senior Manager, GTM Incentive Compensation to lead the team responsible for designing and managing incentive compensation programs across all GTM functions. This role will oversee both people and processes, ensuring incentive plans are aligned to company objectives, operationally scalable, financially sound, and accurately executed.

The ideal candidate combines deep expertise in compensation strategy and sales operations with strong analytical rigor, systems thinking, and people leadership. You will lead a high-impact team responsible for compensation design, commission operations, crediting logic, transaction integrity, and cost modeling for a global GTM organization.

This role requires strong cross-functional partnership and executive communication skills, as well as the ability to balance strategic planning with operational execution in a fast-growing environment 

How You'll Make a DifferenceIncentive Compensation Strategy & Design
  • Lead the design, governance, and ongoing optimization of incentive compensation plans across:
    • Business Development Representatives (BDRs)
    • Sales Executives
    • Sales Management & Leadership
    • Solution Engineers
    • Partnerships
    • Customer Experience teams
  • Translate company growth objectives into scalable compensation strategies that drive desired behaviors and outcomes
  • Partner with GTM leadership, Finance, and People Operations during annual and mid-year compensation planning cycles
  • Ensure plans are competitive, equitable, measurable, and aligned to business priorities
Commission Operations & Data Integrity
  • Own compensation governance and operational integrity across commission processes
  • Ensure accurate crediting logic, transaction attribution, and data integrity for all commissionable events
  • Partner with Business Systems and Analytics teams to improve automation, scalability, and reporting capabilities
  • Establish and maintain strong controls, audit processes, and documentation standards
Financial Modeling & Analysis
  • Lead cost modeling and financial analysis of incentive compensation programs
  • Analyze plan effectiveness, attainment distributions, payout trends, and cost of sales
  • Provide scenario modeling and recommendations for plan changes and organizational investments
  • Support forecasting, budgeting, and accrual processes in partnership with Finance
Team Leadership & Cross-Functional Partnership
  • Manage and develop a high-performing Incentive Compensation team
  • Build scalable processes, operating cadences, and career development frameworks
  • Serve as a trusted advisor to GTM leadership on compensation strategy and operational impact
  • Drive alignment across Revenue Operations, Finance, HR, Legal, and Systems teams
What We're Looking For
  • 8+ years of experience in incentive compensation, sales operations, revenue operations, finance, or related fields
  • 3+ years of people management experience leading high-performing operational or analytical teams
  • Deep expertise designing incentive compensation plans for complex GTM organizations
  • Strong understanding of commission operations, crediting logic, and compensation governance
  • Experience with financial modeling, cost analysis, and scenario planning
  • Exceptional analytical and problem-solving skills with strong attention to detail
  • Strong executive communication and stakeholder management skills
  • Experience working in high-growth SaaS or technology environments preferred
  • Familiarity with compensation and sales systems such as Xactly, CaptivateIQ, Salesforce, Pigment, Anaplan, or similar platforms preferred
You May Be a Good Fit If You
  • Thrive in highly cross-functional environments
  • Enjoy balancing strategic thinking with operational execution
  • Have a systems-oriented mindset and naturally identify process improvements
  • Can simplify complex compensation concepts for a wide range of audiences
  • Lead with curiosity, accountability, and collaboration
  • Are energized by building scalable processes in a fast-growing company

#LI-CR-1 #LI-Hybrid

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