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Compensation Data Analytics Jobs in Utah (NOW HIRING)

Any Hour Group

Compensation Analyst

Lindon, UT · On-site

Analyze compensation data and prepare reports for leadership to support decisionmaking. * Track and model incentive plan performance, identifying trends, risks, and opportunities for improvement.

Wsgr

Compensation Analyst

Salt Lake City, UT · Hybrid

Work with the HRIS to evaluate and implement new Workday features for compensation; support analytics and dashboard projects requiring compensation data; ensure new configurations are accurately ...

SunPower

Commission Compensation Analyst

South Jordan, UT · On-site

$60K - $70K/yr

Maintain accurate compensation data in spreadsheets and internal systems * Help investigate and ... Experience with analysis and managing or leading others * Strong communication (written and verbal ...

Sunpower

Commission Compensation Analyst

South Jordan, UT · On-site

$60K - $70K/yr

Maintain accurate compensation data in spreadsheets and internal systems * Help investigate and ... Experience with analysis and managing or leading others * Strong communication (written and verbal ...

SunPower

Commission Compensation Analyst

South Jordan, UT · On-site

$60K - $70K/yr

Maintain accurate compensation data in spreadsheets and internal systems * Help investigate and ... Experience with analysis and managing or leading others * Strong communication (written and verbal ...

Kforce Technology Staffing

Data Analyst

Draper, UT · On-site

Collaborate with cross-functional teams to translate business needs into analytics solutions ... Pay is not considered compensation until it is earned, vested and determinable. The amount and ...

Cotiviti

Senior Manager Analytics

South Jordan, UT · On-site +1

$201K/yr

Manage a team of Data and Insight Analysts, including responsibility for their training and ... Base compensation ranges from at least $201,406.00 Specific offers are determined by various ...

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Cotiviti

Senior Manager Analytics

South Jordan, UT · On-site

$201K/yr

Manage a team of Data and Insight Analysts, including responsibility for their training and ... Base compensation ranges from at least $201,406.00 Specific offers are determined by various ...

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Compensation Data Analytics information

What is compensation data analytics?

Compensation data analytics is the process of collecting, analyzing, and interpreting data related to employee compensation, such as salaries, bonuses, and benefits. This field helps organizations make informed decisions about pay structures, ensure competitive and equitable compensation, and comply with legal requirements. By leveraging data analytics, companies can identify trends, address pay disparities, and optimize their compensation strategies to attract and retain top talent.

What are the key skills and qualifications needed to thrive as a Compensation Data Analytics professional, and why are they important?

To thrive as a Compensation Data Analytics professional, you need strong analytical skills, a solid understanding of compensation structures, and a degree in fields like HR, finance, or statistics. Familiarity with HR information systems (HRIS), data visualization tools like Tableau or Power BI, and proficiency in Excel or statistical software such as R or Python are commonly required. Attention to detail, problem-solving abilities, and effective communication skills help you translate complex data into actionable insights for stakeholders. These skills ensure accurate, data-driven compensation strategies that support organizational goals and fair employee practices.

What is the difference between Compensation Data Analytics vs Compensation Analyst?

AspectCompensation Data AnalyticsCompensation Analyst
CredentialsDegree in HR, Business, or Data Analytics; often certifications in data analysisDegree in HR, Business, or related field; HR certifications common
Work EnvironmentData-focused, analytical tasks, often in HR or compensation departmentsHR teams, compensation planning, employee benefits
Industry UsageUsed across industries for data-driven compensation strategiesPrimarily in HR and compensation departments within various industries
Search & Comparison IntentFocus on data analysis skills and tools for compensation dataFocus on salary structures, benefits, and employee compensation policies

Compensation Data Analytics involves analyzing large datasets to inform compensation strategies, requiring strong data skills. Compensation Analysts focus on designing and managing salary structures and benefits. Both roles collaborate but differ mainly in their focus—data analysis versus policy implementation.

What is the highest paying job in data analytics?

The highest paying roles in data analytics typically include Data Science Directors, Chief Data Officers, and Analytics Executives, with salaries often exceeding $150,000 annually. These positions require advanced skills in statistical analysis, machine learning, and leadership, and are usually found in large corporations or tech companies.

What jobs make $1,000,000 a year?

In compensation data analytics, roles such as chief data officer, senior data scientist, or executive-level positions in finance and technology can reach or exceed $1 million annually, often through base salary, bonuses, and stock options. These high earnings typically require extensive experience, advanced skills in data modeling and analytics tools, and leadership responsibilities. Such compensation is more common in large corporations or successful startups with significant revenue and growth potential.

Will AI replace a data analyst?

AI tools can automate routine data processing and analysis tasks, but the role of a data analyst involves interpreting complex data, providing insights, and communicating findings, which require human judgment and domain expertise. Therefore, while AI may augment a data analyst's work, it is unlikely to fully replace the role in the near future.

How does a Compensation Data Analytics professional typically collaborate with HR and business leaders to inform pay decisions?

Compensation Data Analytics professionals work closely with HR teams and business leaders by providing data-driven insights that guide salary structures, incentive plans, and pay equity initiatives. They interpret data from salary surveys, internal pay records, and market trends, translating complex analyses into actionable recommendations. Regular meetings and presentations are common, ensuring that stakeholders understand compensation trends and can make informed decisions that support organizational goals. Effective communication and collaboration are key, as these professionals often bridge the gap between technical analytics and strategic HR planning.

What jobs pay 500,000 a year in the US?

In compensation data analytics, senior roles such as Chief Compensation Officer or Compensation Director can reach or exceed $500,000 annually, especially in large corporations or industries with high compensation packages. These positions often require extensive experience, advanced certifications, and expertise in data analysis, market trends, and compensation strategy.
What are popular job titles related to Compensation Data Analytics jobs in Utah? For Compensation Data Analytics jobs in Utah, the most frequently searched job titles are:
What job categories do people searching Compensation Data Analytics jobs in Utah look for? The top searched job categories for Compensation Data Analytics jobs in Utah are:
What cities in Utah are hiring for Compensation Data Analytics jobs? Cities in Utah with the most Compensation Data Analytics job openings:
Compensation Data Analytics jobs near you
Compensation Analyst, Sr.

Compensation Analyst, Sr.

University of Utah Health

Salt Lake City, UT • On-site

$80K - $104K/yr

Full-time

Medical, Dental

Re-posted 3 days ago

University Of Utah Health rating

7.7

Company rating: 7.7 out of 10

Based on 140 frontline employees who took The Breakroom Quiz

159th of 880 rated healthcare providers

Job description

Overview
As a patient-focused organization, University of Utah Health exists to enhance the health and well-being of people through patient care, research and education. Success in this mission requires a culture of collaboration, excellence, leadership, and respect. University of Utah Health seeks staff that are committed to the values of compassion, collaboration, innovation, responsibility, integrity, quality and trust that are integral to our mission. EO/AA
The Senior Compensation Analyst will serve in a program-focused capacity within the Compensation team, helping advance multi-year compensation initiatives from design to operation. Reporting to the Sr. Dir of Compensation, this role is intended for an experienced compensation professional who can combine compensation knowledge with project discipline, tool development, stakeholder coordination, and clear communication.
In this assignment, the Senior Compensation Analyst will support major program workstreams such as job architecture implementation. The role will help compensation subject matter experts implement programs at scale by maintaining project trackers, organizing feedback and decisions, helping develop FAQs and practical guidance, and keeping next steps visible for HR partners and leaders.
In practical terms, this work often looks like organizing the right conversations, slowing the discussion down enough to clarify the problem, identifying the next few decisions or deliverables, and helping the team move from a whiteboard conversation to a usable work product by a defined point in time.
Successful performance requires strong planning and problem-structuring skills, compensation judgment, writing and documentation skill, attention to implementation risk, comfort with ambiguity, and the ability to partner across Compensation and other stakeholders. This is a hands-on planning, program execution and enablement role, not a general project management role. Direct patient care responsibilities are not included in this role.
Corporate Overview: University of Utah Health is an integrated academic healthcare system with five hospitals including a level 1 trauma center, eleven community health centers, over 1,600 providers, and a health plan serving over 200,000 members. University of Utah Health is nationally ranked and recognized for our academic research, quality standards and overall patient experience. In addition to our clinical delivery system, we have a School of Medicine, School of Dentistry, College of Nursing, College of Pharmacy, and College of Health providing education and training for over 1,250 providers annually. We have over 2 million patient visits annually and research grants exceeding $350 million. University of Utah Hospitals and Clinics represents our clinical operations for the larger health system.
Responsibilities
Essential Functions
Business & Data Analysis
  • Analyze internal and external compensation data to ensure market competitiveness.
  • Leverage data analytics to identify compensation trends, gaps, and opportunities for improvement.
  • Develop and maintain compensation dashboards, reporting tools, and scorecards to support decision-making.
  • Provide insights through advanced modeling, scenario analysis, and statistical techniques to forecast compensation costs and workforce trends.

Project Management
  • Lead compensation projects such as salary structure reviews, annual merit cycles, and incentive program evaluations from initiation to completion.
  • Create project plans, set timelines, and manage cross-functional teams to ensure project goals and deadlines are met.
  • Ensure effective communication with all stakeholders throughout the project lifecycle.

Consulting & Stakeholder Engagement
  • Act as a consultant to HR partners and leadership, providing guidance on compensation strategies and policies.
  • Conduct job evaluations, market pricing, and equal pay analyses to advise on salary decisions.
  • Present findings and recommendations to senior management, supporting them in making informed compensation decisions.

Process Improvement
  • Continuously review and enhance compensation processes, policies, and systems to improve efficiency and effectiveness.
  • Recommend and implement changes that streamline compensation workflows, ensuring best practices are applied.
  • Partner with HRIS and HR teams to automate and optimize compensation-related systems.
  • Lead initiatives aimed at improving the employee experience through innovative compensation programs and processes.
  • Ensures compliance with federal, state and local wage and hourly laws.

Knowledge Transfer & Mentoring
  • Share expertise and best practices with team members, fostering a culture of continuous learning and development within the compensation team.
  • Mentor junior analysts and HR team members, providing guidance on compensation analysis, tools, and methodologies.
  • Lead training sessions or workshops for HR business partners to enhance their understanding of compensation frameworks and systems.
  • Document key compensation processes and policies to ensure knowledge continuity and scalability across the organization.
Knowledge / Skills / Abilities
  • Demonstrated potential ability to perform the essential functions as outlined above.
  • Strong knowledge of compensation principles and practices, including salary structure design, job evaluation, incentive programs, and market analysis.
  • Ability to handle highest level of confidential information.
  • Ability to interact with all levels of management.
  • Knowledge of federal, state and local wage and hour regulations and employment practices.
  • Strong ability to interpret data, identify trends, and develop data-driven solutions to compensation-related issues.
  • Experience in leading cross-functional teams and managing large-scale initiatives.
  • Strong ability to communicate complex data and insights to non-technical stakeholders.
  • Demonstrated ability to identify process inefficiencies and develop improvement strategies.
  • Demonstrated human relations and effective communications skills.
  • Proven ability to mentor and train team members, sharing knowledge and building capabilities.
  • Highly adaptable skills, comfortable working in fast-pace, dynamic environment with the ability to manage multiple priorities.

Qualifications
Required
  • Bachelor's degree in Human Resources Management, Business Administration or a related field, or Four Years of Professional Compensation Experience.
  • Five years' experience in Compensation or Human Resources.

Qualifications (Preferred)
Preferred
  • Certified Compensation Professional (CCP
Working Conditions and Physical Demands
Employee must be able to meet the following requirements with or without an accommodation.
  • This is a sedentary position that may exert up to 10 pounds and may lift, carry, push, pull or otherwise move objects. This position involves sitting most of the time and is not exposed to adverse environmental conditions.

Physical Requirements
Sitting

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