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Director Compensation Jobs in Boca Raton, FL (NOW HIRING)

Kosmos

Finance Attorney

Fort Lauderdale, FL · On-site

$200K - $350K/yr

Provide advice on executive and director compensation and related disclosures. * Work on capital markets transactions, including primary and secondary equity offerings, high-yield debt offerings, and ...

Skanska USA

Senior Compensation Analyst

Fort Lauderdale, FL

$79K - $103K/yr

They will support the Director of Compensation in the development and maintenance of key compensation infrastructure and partner with team members to ensure operational efficiency and execution. This ...

Polyglass

SENIOR COMPENSATION ANALYST

Deerfield Beach, FL · On-site

$79K - $103K/yr

Experience with a variety of compensation models including, but not limited to exempt, non-exempt, direct labor, overtime, executive compensation, variable compensation, bonuses (short-term ...

Carrier

Senior Manager, Corporate Governance

FL · On-site +1

$117K - $234K/yr

Coordinate communications with Board members, including distribution of materials and matters relating to director compensation * Maintain organized and up-to-date records for all Board matters ...

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All JobsCompensation JobsDirector Compensation JobsDirector Compensation Jobs in Boca Raton, FL

Director Compensation information

See Boca Raton, FL salary details

$28.9K

$139.5K

$191.2K

How much do director compensation jobs pay per year?

As of Jul 15, 2026, the average yearly pay for director compensation in Boca Raton, FL is $139,526.00, according to ZipRecruiter salary data. Most workers in this role earn between $118,600.00 and $162,300.00 per year, depending on experience, location, and employer.

What is the difference between Director Compensation vs HR Manager Compensation?

AspectDirector CompensationHR Manager Compensation
Required CredentialsBachelor's degree, extensive experience, possibly certifications like CCP or CECPBachelor's degree, HR certifications like SHRM-CP or PHR often preferred
Work EnvironmentStrategic, executive-level, often involved in high-level decision makingOperational, team-focused, involved in daily HR activities
Employer & Industry UsageCommon in large corporations, finance, and consulting firmsWidespread across industries, especially in mid-sized and large companies

While both roles involve compensation management, the Director Compensation role is more strategic and senior, focusing on designing and overseeing compensation programs at an executive level. HR Managers handle day-to-day HR functions, including employee relations and benefits administration. The two roles differ mainly in scope, responsibility, and required experience.

What does a Director of Compensation do?

A Director of Compensation is responsible for designing, overseeing, and managing an organization’s compensation programs, including salaries, bonuses, and benefits. They analyze market trends to ensure pay practices are competitive and compliant with laws and regulations. This role often involves collaborating with senior leadership to develop strategies that attract, motivate, and retain employees while ensuring internal equity. Additionally, Directors of Compensation may supervise a team and manage compensation-related projects or initiatives.

What are the key skills and qualifications needed to thrive as a Director of Compensation, and why are they important?

To thrive as a Director of Compensation, you need expertise in compensation strategy, data analysis, and compliance, typically supported by a bachelor's or master's degree in human resources, business, or a related field. Familiarity with HRIS systems, compensation survey tools, and relevant certifications like CCP (Certified Compensation Professional) is highly valuable. Strong leadership, analytical thinking, and effective communication are essential soft skills for influencing decision-makers and managing cross-functional projects. These skills ensure competitive, equitable pay practices that support talent attraction, retention, and organizational goals.

How does a Director of Compensation typically collaborate with other departments to ensure alignment with organizational goals?

A Director of Compensation regularly partners with HR, finance, and executive leadership to design and implement pay structures that support the company’s strategic objectives. This role often involves analyzing market data, consulting with department heads about talent needs, and ensuring compensation programs are both competitive and equitable. Effective collaboration is key, as compensation strategies must align with budget constraints, regulatory requirements, and broader talent management initiatives. Regular cross-functional meetings and communication are essential to address evolving business priorities and maintain internal equity.
What are the most commonly searched types of Compensation jobs in Boca Raton, FL? The most popular types of Compensation jobs in Boca Raton, FL are:
What job categories do people searching Director Compensation jobs in Boca Raton, FL look for? The top searched job categories for Director Compensation jobs in Boca Raton, FL are:
What cities near Boca Raton, FL are hiring for Director Compensation jobs? Cities near Boca Raton, FL with the most Director Compensation job openings:
Director Compensation jobs near you
Infographic showing various Director Compensation job openings in Boca Raton, FL as of July 2026, with employment types broken down into 1% As Needed, 78% Full Time, 18% Part Time, 1% Temporary, and 2% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $139,526 per year, or $67.1 per hour.
Director of Compensation

Director of Compensation

FirstService Residential

Dania Beach, FL

$185K - $200K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 13 days ago

Job description

Description

Job Overview:

The Director, Compensation is a strategic leader responsible for the design, governance, and execution of FirstService Residential’s compensation programs. This role ensures that compensation practices are competitive, equitable, data‑driven, and aligned with business strategy. The Director will serve as a trusted advisor to executive leadership on base pay, incentive design, and long‑term compensation strategies while ensuring compliance with applicable laws and regulations.

Your Responsibilities:

Compensation Strategy & Governance

  • Lead the development and ongoing refinement of FirstService Residential’s compensation philosophy and strategy, ensuring alignment with business objectives and talent goals.
  • Establish and maintain compensation governance, policies, and controls to ensure internal equity, market competitiveness, and legal compliance.
  • Partner closely with Finance, Legal, HR, and executive leadership to align compensation programs with financial planning and organizational strategy.

Executive & Incentive Compensation

  • Design, administer, and evolve executive compensation programs, including base salary, annual incentives, and long‑term incentive plans (LTIP).
  • Support executive and senior leadership incentive design, modeling, and performance alignment.
  • Prepare compensation analyses, scenarios, and materials for executive leadership and, where applicable, compensation committee review.
  • Partner with Finance and Legal on executive agreements, incentive plan documentation, and compliance considerations.

Market Benchmarking & Salary Structures

  • Oversee enterprise‑wide job architecture, market pricing, and benchmarking using reputable survey data.
  • Design, implement, and maintain salary ranges and pay structures aligned with market positioning and internal equity.
  • Provide guidance on offers, promotions, adjustments, and retention strategies to ensure consistency and defensibility.

Merit & Annual Pay Programs

  • Lead annual and off‑cycle compensation review processes, including merit increases, promotions, and incentive payouts.
  • Develop merit matrices, increase guidelines, and modeling to support pay‑for‑performance outcomes.
  • Ensure consistent application of compensation practices across the organization.

Data Analytics & Insights

  • Deliver advanced compensation analytics, dashboards, and reporting to support leadership decision‑making.
  • Translate complex data into clear insights and recommendations for senior leaders.
  • Monitor market trends, regulatory developments, and emerging best practices in compensation and rewards.

Leadership & Collaboration

  • Serve as a subject matter expert and advisor to HR business partners and business leaders.
  • Educate leaders on compensation programs, philosophy, and decision‑making frameworks with clarity and transparency.

 

Skills & Qualifications:

 

  • Bachelor’s degree in Human Resources, Finance, Business Administration, Economics, or a related field.
  • Advanced compensation certifications (such as CCP, CECP, GRP) strongly preferred.
  • Minimum of 8 years progressive compensation or total rewards experience, including leadership or senior‑level responsibility.
  • Experience working in a complex, multi‑region or multi‑business organization, including U.S. and Canada
  • Demonstrated experience with:
    • Executive compensation and incentive plan design
    • Long‑term incentive plans (LTIP)
    • Salary structures and market benchmarking
    • Merit and annual compensation cycles
    • Advanced compensation analytics and modeling
  • Relationship‑focused communicator who partners effectively across HR, Finance, Legal, and executive leadership teams.
  • Strategic compensation leader grounded in FirstService Residential values, recognized for principled decision‑making, accountability, and integrity.
  • Strong knowledge of compensation‑related employment laws and regulations.

 

 

Travel:

 

Travel to corporate and regional offices as needed (10%)

 

What We Offer:

 

As a full-time associate, you will be eligible for full comprehensive benefits to include your choice of multiple medical plans, dental, vision. In addition, you will be eligible for time off benefits, paid holidays and a 401k with company match.

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Automated Employment Decision Tool (AEDT) Usage: We may utilize an Automated Employment Decision Tool (AEDT) in connection with the assessment or evaluation of candidates. The AEDT is designed to assist in objectively evaluating candidate qualifications based on specific job-related characteristics.
Job Qualifications and Characteristics Assessed: The AEDT evaluates candidates based on job qualifications and characteristics pertinent to the role, including skills, experience, and competencies relevant to the position requirements. These qualifications are determined by the unique needs of each role within our company.
Alternative Selection Process or Reasonable Accommodations: Candidates who require an alternative selection process or a “reasonable accommodation,” as defined under applicable disability laws, may make a request through our designated contact channel national_recruiting@fsresidential.com.
Requesting Information About the AEDT - NYC Local Law 144: Candidates who reside in New York City and are subject to NYC Local Law 144 may request information about the AEDT, including details on the type of data collected, the sources of such data, and our data retention policies. To submit a request, please contact us at national_recruiting@fsresidential.com; we will respond in accordance with Local Law 144, within 30 days.

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