This paper investigates the remuneration strategies and practices of Brazilian companies. Data was gathered by survey through the application of questionnaires to the human resources executives of companies listed in EXAME magazine"s - "Melhores e Maiores" (Best and Biggest), with a response rate of 26.6% (132 of 500). The study reveals that the Hay method for job evaluation is the most commonly applied for determination of salaries at the managerial level, while factor point job evaluation schemes are more usual for clerical and operating level salaries. Remuneration strategy was found to be developed in line with general strategic and human resources objectives and adapted, flexibly, as necessary, in accordance with environmental changes. Remuneration practices, also, are based on company"s strategy, demonstrated, flexibility, and are seen as being transparent to employees. Variable pay plans are used by 81,1% of the firms, which responded to the survey, with profit-sharing schemes reported for employees at nearly all levels of the hierarchy.