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Classification Compensation Jobs in Utah (NOW HIRING)

PACS

Manager, Compensation

Farmington, UT · On-site

Classification. Prepare and document FLSA exemption analyses and recommend classification ... Serve as the compensation point of contact for facility and regional leaders. Translate structures ...

PAC

Manager, Compensation

Salt Lake City, UT · On-site

$110 - $160/hr

Classification. Prepare and document FLSA exemption analyses and recommend classification ... Serve as the compensation point of contact for facility and regional leaders. Translate structures ...

Podium

Senior Compensation Manager

Lehi, UT · On-site +1

Design and maintain role classification and benchmarking to ensure we remain competitive and ... Refresh and maintain Podium's compensation philosophy across all roles * Partner in broader people ...

Podium

Senior Compensation Manager

Lehi, UT · On-site +1

Design and maintain role classification and benchmarking to ensure we remain competitive and ... Experience building scalable compensation programs in a fast-moving, evolving environment

L3HHCM20

Lead, Trade Compliance

Salt Lake City, UT · On-site

$100K - $186K/yr

Conduct classification reviews of hardware, software and export-controlled information (ECI) for ... This is not a guarantee of compensation or salary, as final offer amount may vary based on factors ...

Walmart

Fashion Team Associate

Hurricane, UT · On-site

$16 - $29/hr

Additional compensation includes annual or quarterly performance incentives. Additional ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

Fashion Team Associate

American Fork, UT · On-site

$15 - $28/hr

Additional compensation includes annual or quarterly performance incentives. Additional ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

AP Team Lead

West Valley City, UT · On-site

$20 - $33/hr

Additional compensation includes annual or quarterly performance incentives. Additional ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

Fashion Team Associate

Washington, UT · On-site

$16 - $29/hr

Additional compensation includes annual or quarterly performance incentives. Additional ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

Fashion Team Associate

Salt Lake City, UT · On-site

$15 - $28/hr

Additional compensation includes annual or quarterly performance incentives. Additional ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

Fashion Team Associate

Clinton, UT · On-site

$15 - $28/hr

Additional compensation includes annual or quarterly performance incentives. Additional ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

Cosmetics Cashier

Salt Lake City, UT · On-site

$15 - $28/hr

Additional compensation includes annual or quarterly performance incentives. Additional ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

Fashion Team Associate

Layton, UT · On-site

$15 - $28/hr

Additional compensation includes annual or quarterly performance incentives. Additional ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

Fashion Team Associate

Harrisville, UT · On-site

$15 - $28/hr

Additional compensation includes annual or quarterly performance incentives. Additional ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

AP Team Lead

Salt Lake City, UT · On-site

$20 - $33/hr

Additional compensation includes annual or quarterly performance incentives. Additional ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

Cosmetics Cashier

Harrisville, UT · On-site

$15 - $28/hr

Additional compensation includes annual or quarterly performance incentives. Additional ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

Fashion Team Associate

Salt Lake City, UT · On-site

$15 - $28/hr

Additional compensation includes annual or quarterly performance incentives. Additional ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

Cosmetics Cashier

Payson, UT · On-site

$15 - $28/hr

Additional compensation includes annual or quarterly performance incentives. Additional ... The amount you receive depends on your job classification and length of employment. It will meet or ...

Walmart

Fashion Team Associate

South Jordan, UT · On-site

$15 - $28/hr

Additional compensation includes annual or quarterly performance incentives. Additional ... The amount you receive depends on your job classification and length of employment. It will meet or ...

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Showing results 1-20

All JobsClassification Compensation JobsClassification Compensation Jobs in Utah

Classification Compensation information

See Utah salary details

$32.3K

$104.4K

$154.3K

How much do classification compensation jobs pay per year?

As of Aug 20, 2026, the average yearly pay for classification compensation in Utah is $104,447.00, according to ZipRecruiter salary data. Most workers in this role earn between $87,400.00 and $120,600.00 per year, depending on experience, location, and employer.

What is classification and compensation in human resources?

Classification and compensation refers to the process of evaluating and organizing jobs within an organization to ensure employees are paid fairly and consistently according to their job responsibilities, qualifications, and market value. This involves categorizing positions into job families or grades (classification) and determining appropriate salary ranges and benefits (compensation). HR professionals in this area analyze job descriptions, conduct market research, and help develop pay structures that support organizational goals and compliance with labor laws.

How does a classification compensation specialist typically collaborate with HR and department managers to maintain equitable pay structures?

Classification Compensation specialists work closely with HR teams and department managers to gather job data, analyze roles, and ensure pay structures are fair and compliant with regulations. They often facilitate job evaluations, review market salary data, and provide recommendations for adjustments or reclassifications. Regular meetings and open communication are essential, as specialists must balance organizational budget constraints with employee retention and satisfaction goals. This collaborative approach helps maintain consistency, transparency, and equity in compensation across the organization.

What are the key skills and qualifications needed to thrive as a classification compensation specialist, and why are they important?

To excel as a Classification Compensation Specialist, you need a solid understanding of job analysis, compensation structures, and HR regulations, typically supported by a bachelor's degree in human resources or a related field. Familiarity with HR information systems (HRIS), compensation analysis software, and market survey tools is common in this role. Attention to detail, analytical thinking, and strong communication skills help professionals interpret data and explain compensation decisions clearly. These skills ensure fair and competitive pay practices that support organizational goals and maintain employee satisfaction.

What is the difference between Classification Compensation vs Compensation Analyst?

AspectClassification CompensationCompensation Analyst
Required CredentialsTypically requires HR or compensation certification, knowledge of job classification systemsRequires compensation certifications, analytical skills, and understanding of pay structures
Work EnvironmentOften within HR departments, focusing on job structure and classification systemsWorks in HR or compensation teams, analyzing pay data and market trends
Employer & Industry UsageUsed across various industries for job evaluation and classificationCommonly employed in organizations to develop and manage compensation programs

Classification Compensation focuses on categorizing jobs and establishing pay grades, while Compensation Analysts analyze market data to develop competitive pay structures. Both roles are essential in HR but serve different functions within compensation management.

What are popular job titles related to Classification Compensation jobs in Utah?

For Classification Compensation jobs in Utah, the most frequently searched job titles are:

What job categories do people searching Classification Compensation jobs in Utah look for?

The top searched job categories for Classification Compensation jobs in Utah are:

What cities in Utah are hiring for Classification Compensation jobs?

Cities in Utah with the most Classification Compensation job openings:

Classification Compensation jobs near you

Manager, Compensation

PACS

Farmington, UT • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 16 days ago

PACS Group rating

7.6

Company rating: 7.6 out of 10

Based on 41 frontline employees who took The Breakroom Quiz

9th of 242 rated social care providers

Job description

The Manager, Compensation is a working, hands-on role responsible for building and sustaining the compensation infrastructure supporting approximately 49,000 employees across 326+ facilities in 18 states. The Manager personally executes the analytical work - job architecture mapping, market pricing, range design.
This role is the operational backbone of a compensation function still being built. The successful candidate will be comfortable working without established infrastructure, building it as they go.
PACS is building the Total Rewards function in phases. This role is scoped as an individual contributor at hire and is expected to add direct reports as analyst capacity is approved, offering a path to lead the compensation team as the function matures.
Key responsibilities
  • Job architecture. Execute employee-to-profile mapping across the enterprise job architecture, maintain job profile documentation, and administer job codes and structures in Workday.
  • Pay structure design. Build and maintain market-anchored salary structures. Develop and recommend range design methodology, geographic differentials, and annual range movement for approval by the Vice President, Total Rewards.
  • Market pricing. Price new and existing roles against published survey sources. Manage survey participation and submissions, and maintain the market data library and match documentation.
  • Compensation cycle. Support the annual merit and bonus cycle end to end, including planning tools, manager guidance, modeling, and post-cycle analysis.
  • Classification. Prepare and document FLSA exemption analyses and recommend classification determinations, which are made by the Vice President, Total Rewards with Legal. Maintain the classification record.
  • Pay equity. Run periodic pay equity analyses and support remediation planning, at the direction of the Vice President, Total Rewards and under Legal privilege where applicable.
  • Field partnership. Serve as the compensation point of contact for facility and regional leaders. Translate structures into guidance that operators can apply at the site level.
  • M&A integration. Support compensation harmonization for acquired facilities, including mapping acquired roles into the PACS architecture and identifying pay disparities.
  • Analysis and reporting. Prepare analyses and materials supporting compensation decisions made by HR leadership and executive management.

Decision authority
  • Recommends. Salary structure design and annual range movement, geographic differentials, market pricing outcomes, FLSA classification determinations, and merit and bonus cycle guidelines.
  • Decides. Application of approved structures and guidelines to individual pricing requests, survey participation and match decisions, and the analytical methods used to produce recommendations.
  • Escalates. New or revised pay structures, changes to geographic differentials or range movement, out-of-guideline exceptions, classification determinations requiring Legal input, and any matter affecting compensation philosophy.

Compensation philosophy, structure approval, and program governance remain with the Vice President, Total Rewards.
Required qualifications
  • Bachelor's degree in Human Resources, Business, Finance, Economics, or a related field, or equivalent experience.
  • Five or more years of progressive compensation experience, including direct ownership of market pricing and salary structure work.
  • Demonstrated experience executing job architecture or job evaluation work at scale.
  • Advanced Excel skills, including large-dataset manipulation, lookup and match functions, and modeling.
  • Working knowledge of FLSA exemption tests and applicable federal and state wage and hour requirements.
  • Experience with published compensation surveys and survey submission processes.
  • Ability to explain technical compensation concepts to non-technical operators and leaders.

Preferred qualifications
  • Workday Compensation and Advanced Compensation configuration or administration experience.
  • Compensation experience in healthcare, senior living, post-acute care, or another multi-site, high-volume hourly environment.
  • Experience supporting a multi-state organization with geographic pay differentials.
  • CCP (Certified Compensation Professional) designation or active progress toward it.
  • Experience in a company that has grown through acquisition.

Success in the first twelve months
  • Employee-to-profile mapping completed and validated across the enterprise.
  • Salary structures recommended, approved, and operating, with a documented range governance process.
  • Market pricing turnaround established as a repeatable service with a defined SLA.
  • Compensation cycle executed with materially fewer manual exceptions than the prior year.

Join PACS: Elevate Healthcare with Us!
PACS is elevating healthcare by revolutionizing our approach to leadership and quality care. Guided by our core values of love, excellence, trust, accountability, mutual respect, and commitment, we strive to foster a culture of compassionate care within our teams and the communities we serve. As we grow rapidly, exciting opportunities await you to engage in impactful projects and contribute valuable insights to stakeholders nationwide.
If you're ready to make a difference and embrace our mission of creating real change, we invite you to join us at PACS. Together, let's shape the future of healthcare!
Join Our Team and Thrive!
At PACS, we believe our employees are our greatest asset. That's why we offer an exceptional benefits package designed to enhance your well-being and support your lifestyle.
Our Comprehensive Benefits Include
  • Health Coverage: Enjoy medical, dental, and vision plans to keep you and your family healthy.
  • PTO and Vacation: Benefit from generous paid time off and holidays to relax and recharge.
  • Financial Wellness: Take advantage of Health Savings Accounts (HSA) and Flexible Spending Accounts (FSA) to manage your healthcare expenses effectively.
  • Retirement Planning: Secure your future with our 401(k) plan, complete with company contributions to help you build your retirement savings.
  • Support When You Need It: Our Employee Assistance Plan (EAP) provides confidential support for personal and professional challenges.

Join us at PACS and take advantage of a workplace that truly values you!
We celebrate diversity and are committed to creating an inclusive environment for all employees. We welcome applicants of every race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, and any other protected characteristic. Employment decisions are based on qualifications, merit, and business needs.

What PACS Group employees say

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About PACS

Sourced by ZipRecruiter

Industry

Health care and social assistance

Company size

201 - 500 Employees

Headquarters location

Farmington, UT, US

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