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Remote Incentive Compensation Management Jobs in Florida

FMI

Compensation Consultant

Tampa, FL · On-site +1

Remote candidates may be considered for this position based on experience, qualifications, and ... design incentive plans, and refine compensation-related programs to meet clients' objectives.

ClinDCast LLC

Xactly Developer

Delray Beach, FL · Remote

$70 - $80/hr

... incentive compensation processes. The ideal candidate will have hands-on experience with Xactly ... M platforms * Exposure to cloud platforms such as AWS or Azure This is a remote position.

Aprio

Tax Administration Manager

Fort Lauderdale, FL · On-site +1

... incentive compensation based on firm, group and individual performance - Incentive compensation ... remote and hybrid options What's in it for you: - Working with an industry leader : Be part of a ...

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Remote Incentive Compensation Management information

What is the difference between Remote Incentive Compensation Management vs Remote Compensation Analyst?

AspectRemote Incentive Compensation ManagementRemote Compensation Analyst
Primary FocusDesigning, implementing, and managing incentive compensation plansAnalyzing and administering overall compensation data and policies
Skills & CertificationsKnowledge of incentive plan structures, compensation software, and analyticsData analysis, HR policies, and compensation regulations
Work EnvironmentCollaborates with sales, HR, and finance teams remotelyWorks with HR and finance teams to analyze compensation data remotely
Industry UsageCommon in sales, tech, and finance sectorsUsed across various industries for compensation analysis

While both roles involve compensation, Remote Incentive Compensation Management focuses on designing and managing incentive plans, whereas Remote Compensation Analysts analyze overall compensation data to inform decisions. Understanding these differences helps organizations assign the right responsibilities to each role.

What are some common challenges faced by professionals in remote incentive compensation management roles, and how can they be addressed?

Professionals in remote incentive compensation management often face challenges related to effective communication across distributed teams, maintaining data accuracy, and ensuring timely payouts. Since the role involves coordinating with sales, HR, and finance departments, clear processes and regular virtual meetings are crucial for alignment. Utilizing robust compensation management software and establishing strong documentation practices help reduce errors and streamline workflows. Developing proactive communication habits and seeking regular feedback from stakeholders also contribute to overcoming remote work barriers and building trust with team members.

What is remote incentive compensation management?

Remote incentive compensation management refers to overseeing and administering employee bonus, commission, or performance-based pay plans from a location outside of a traditional office setting, typically using cloud-based tools. Professionals in this role ensure that incentive programs are designed, implemented, and tracked effectively for remote or geographically dispersed teams. Their responsibilities often include analyzing performance data, calculating payouts, ensuring compliance with company policies, and communicating compensation structures clearly to employees. This role is critical for motivating and retaining talent in remote and hybrid work environments.

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

A remote Incentive Compensation Management professional can earn $10,000 or more per month by managing sales incentive plans, analyzing compensation data, and using specialized software. Success in this role typically requires strong analytical skills, industry knowledge, and experience with compensation systems, but a formal degree is not always necessary.

How can I make $100,000 a year working from home?

A remote Incentive Compensation Management professional can reach a $100,000 annual salary by gaining specialized skills in sales, finance, or HR, obtaining relevant certifications, and gaining experience managing incentive plans and compensation systems. Building expertise in tools like Salesforce or SAP, and demonstrating strong analytical and communication skills, can also increase earning potential. Many roles in this field offer performance-based bonuses and opportunities for advancement that contribute to higher income levels.

How can I make 2000 a week working from home?

A remote Incentive Compensation Management professional can increase earnings by gaining specialized skills in sales performance analytics, using tools like incentive management software, and working for companies with high commission structures. Earning $2000 weekly typically requires a combination of base salary, commissions, and bonuses, often achieved through roles with performance-based incentives and experience in sales or finance. Consistent high performance, industry knowledge, and strong communication skills are essential for reaching this income level remotely.

How to make $1000 a week remote?

Remote Incentive Compensation Management roles often pay based on performance, commissions, or bonuses, which can help reach $1000 weekly. Success depends on skills in sales, analytics, or software tools, and typically requires experience and a strong understanding of compensation plans; working in a high-demand industry can also increase earning potential.

What are the key skills and qualifications needed to thrive as a Remote Incentive Compensation Management professional, and why are they important?

To thrive in Remote Incentive Compensation Management, you need strong analytical skills, attention to detail, and a background in finance, accounting, or business administration. Familiarity with incentive compensation software (such as Xactly or SAP Commissions), advanced Excel skills, and knowledge of CRM and ERP systems are typically required. Excellent communication, problem-solving abilities, and the capacity to work independently are standout soft skills in this remote role. These skills ensure the accurate calculation and administration of incentive plans, compliance with company policies, and effective collaboration with distributed teams.
What are the most commonly searched types of Incentive Compensation Management jobs in Florida? The most popular types of Incentive Compensation Management jobs in Florida are:
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Remote Incentive Compensation Management jobs near you
Manager, Compensation Operations-Total rewards

Manager, Compensation Operations-Total rewards

Nemours Children's Health

Jacksonville, FL • On-site, Remote

Full-time

Posted 17 days ago

Nemours Children's Health rating

8.1

Company rating: 8.1 out of 10

Based on 86 frontline employees who took The Breakroom Quiz

69th of 873 rated healthcare providers

Job description

Job Description
The Compensation Manager is a key leader within the Total Rewards team, responsible for managing compensation programs and providing strategic guidance to ensure pay practices are competitive, equitable, and aligned with Nemours Children's Health's mission. This role will assist in developing compensation strategy, lead the design and implementation of new processes, and streamline existing workflows to drive efficiency and consistency across the organization. The Compensation Manager partners closely with HR leadership, business leaders, and external vendors to deliver innovative solutions that support talent attraction, retention, and engagement.
Key Responsibilities
  • Strategic Support & Development
    • Assist in the development and execution of Nemours' compensation strategy.
    • Provide insights and recommendations to leadership on market trends, pay equity, and competitive positioning.
    • Support long-term planning for compensation programs, including incentive design and pay structures.
  • Program Management
    • Oversee annual merit and performance management cycles, ensuring accuracy and timely execution.
    • Manage job architecture framework, including job families, leveling, and career paths.
    • Ensure compliance with federal, state, and internal regulations related to pay practices.
  • Process Improvement & Efficiency
    • Identify opportunities to streamline compensation processes and implement automation where possible.
    • Develop standardized tools, templates, and guidelines for HR and business leaders.
    • Lead initiatives to improve data integrity and reporting capabilities.
  • Team Leadership & Collaboration
    • Provide guidance and mentorship to compensation analysts and team members.
    • Partner with HR Business Partners and Talent Acquisition to support pay decisions and workforce planning.
    • Serve as a subject matter expert for compensation-related inquiries and training.
  • Vendor & Technology Management
    • Collaborate with external vendors on market surveys and benchmarking.
    • Work with HRIS and IT teams to optimize compensation systems and reporting tools.

Qualifications
  • Required:
    • Bachelor's degree in Human Resources, Business, Finance, Mathematics, or related field.
    • 8+ years of progressive experience in compensation, including leadership responsibilities.
    • Strong analytical skills and advanced proficiency in Excel and HRIS systems.
    • Experience managing complex projects and driving process improvements.
  • Preferred:

Certified Compensation Professional ("CCP") designation.
  • Experience in healthcare or large, multi-site organizations.

About Us
Nemours Children's Health is an internationally recognized pediatric health system serving more than 1.7 million patient encounters each year. We deliver care across six states through two freestanding children's hospitals - Nemours Children's Hospital, Delaware and Nemours Children's Hospital, Florida - along with a network of more than 80 primary, urgent, and specialty care practices and more than 40 hospital partnerships.
Backed by the Nemours Foundation and Alfred I. duPont Trust, our $1.7B nonprofit system is dedicated to improving children's health through clinical care, research, education, advocacy, and prevention. Our Whole Child Health approach focuses equally on prevention and treatment, partnering with communities to help every child thrive.
Inclusion and belonging guide our strategy and growth. We are committed to culturally relevant care, reducing health disparities, and fostering an environment where every associate, patient, and family feels supported and valued.
Learn more at Nemours.org.

What Nemours Children's Health employees say

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Hours and flexibility

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About Nemours Children's Health

Sourced by ZipRecruiter

Nemours Children’s Health, situated in Rockland, Delaware, US, operates within the healthcare industry. The company is a prominent health system offering pediatric care in Delaware, New Jersey, Pennsylvania, and Florida. It was founded in 1936 by Alfred I duPont, philanthropist and industrialist, to improve the health of children. The core values of Nemours include quality, accountability, respect, and teamwork. Its mission is to provide leadership, institutions, and services to restore and foster a healthy tomorrow for children. The non-profit organization is unique in that its primary focus is on patient families, ensuring the highest standards of pediatric care. Notably, Nemours is consistently ranked among the top children's hospitals in the US and has its own renowned research center, the Nemours Biomedical Research.

Industry

Hospitals

Company size

5,001 - 10,000 Employees

Headquarters location

Rockland, DE, US

Year founded

1936

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