Assuming that compensation strategies are one of the important instruments that influence the culture of an organization, and are crucial in attracting and retaining suitably qualified people to work, this study aimed to analyze the alignment between compensation strategies and organizational culture for the company to act effectively in a dynamic and competitive environment. To this end, based on the theoretical framework of organizational culture and the cultural typology of Charles Handy, interviews were conducted with the board of directors and questionnaires were administered to the managers of the Fundação Petros de Seguridade Social, a pension fund, initially created to ensure retirement supplement of Petrobras employees and currently operates in the multiemployer market, and thus competes with other companies in the sector by attracting new participants. We conclude that it is possible to determine compensation strategies that align the culture and help the organization in achieving defined organizational objectives. We also found that the analyzed organization needs to increase the variable component of final compensation, making it the fruit of the achievement of individual and collective goals in order to respond to competitive pressures from the environment.