This study aims at defining remuneration strategies aligned with the organizational culture. In order to achieve such an objective a review of the literature concerning organizational culture, cultural typologies and remuneration was made. The relevance of such reflection lies on the fact that the remuneration strategy strengthens the behavior and attitude considered a key to the organizational success as well as it is influenced by the existing cultural values. The case study focuses on an enterprise group, named as XYZ in order to preserve its identity. The Group is originally formed by British capital invested in Brazil and its own history lies within the lines of the national history. The Group is formed by several businesses in different areas and in 2007 had its capital open in the Bolsa de Valores de São Paulo (Exchange). Although a case study does not allow generalizations, this dissertation concludes to the existence of strategies of remuneration that present a better alignment to certain organizational cultures, thus, such as in this case study, attaching the culture of the subject Group to the proposed strategy of remuneration. This study also analyses the fact that the changes of an organizational culture result in the need for adjustments in its strategies of remuneration, as well as studying the circle of life and organizational culture of the different existing departments / businesses is important to propose remuneration strategies customized to the specific necessities of each case.