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Compensation Manager Jobs in Utah (NOW HIRING)

Wsgr

Compensation Analyst

Salt Lake City, UT · Hybrid

The Compensation Analyst will partner with the Compensation Manager and Director of HR Operations in administering the firm's compensation programs and processes. This position will be the primary ...

SunPower

Commission Compensation Analyst

South Jordan, UT · On-site

$60K - $70K/yr

This position interacts directly with the sales leadership and the sales force, COO and reports to the Compensation Manager. Essential Duties: * Assist in the calculation and validation of sales ...

Sunpower

Commission Compensation Analyst

South Jordan, UT · On-site

$60K - $70K/yr

This position interacts directly with the sales leadership and the sales force, COO and reports to the Compensation Manager. Essential Duties: * Assist in the calculation and validation of sales ...

Any Hour Group

Compensation Analyst

Orem, UT · On-site

Key Responsibilities Compensation Program Management * Administer and maintain salary structures, pay grades, and commission plans for all employee groups, including field technicians, sales teams ...

Adobe

Compensation Lead

Lehi, UT · On-site

$130K/yr

Develop compensation builds that are both scalable and sensitive to different business requirements ... Excellent verbal and written communications, interpersonal, project management, decision-making ...

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Compensation Manager information

See Utah salary details

$32.3K

$104.4K

$154.3K

How much do compensation manager jobs pay per year?

As of Jun 5, 2026, the average yearly pay for compensation manager 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 a Compensation Manager?

A compensation manager is part of a corporate HR team which researches and develops the pay policies in a company. They use research to help determine fair pay scales for all the company employees. Duties include helping the business with recruiting and integrating new employees. At a small company, they might be responsible for all aspects of the pay system, while at a larger company they may have specific responsibilities, such as doing market research or surveying workers.

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

To thrive as a Compensation Manager, you need expertise in compensation analysis, benefits administration, and compliance, often supported by a degree in human resources or business and relevant certifications such as CCP (Certified Compensation Professional). Familiarity with HRIS systems, data analytics tools, and compensation benchmarking software is typically required. Strong analytical thinking, attention to detail, and effective communication skills help you design competitive pay structures and collaborate with stakeholders. These skills ensure fair, data-driven compensation practices that support employee satisfaction and organizational goals.

What are some common challenges Compensation Managers face when designing competitive pay structures?

Compensation Managers often navigate the challenge of balancing internal equity, market competitiveness, and budget constraints when designing pay structures. They must ensure that compensation packages attract and retain top talent while staying compliant with regulations and maintaining fairness across the organization. Additionally, Compensation Managers regularly analyze market data, manage employee expectations, and collaborate with HR and leadership to support organizational goals. These complexities require strong analytical skills, communication, and the ability to adapt to changing market trends.

What does a Compensation Manager do?

A Compensation Manager is responsible for designing, implementing, and managing a company's compensation programs, including salary structures, incentive plans, and benefits packages. They analyze market data to ensure pay practices are competitive and compliant with regulations. Additionally, Compensation Managers work closely with HR and leadership to develop strategies that attract and retain talent while ensuring fairness and equity across the organization.

What is the difference between Compensation Manager vs Compensation Analyst?

AspectCompensation ManagerCompensation Analyst
CredentialsBachelor's degree, often HR or Business; certifications like CCP or CBPBachelor's degree in HR, Business, or related; certifications like CCP beneficial
Work EnvironmentOversees compensation strategies, manages teams, collaborates with HR leadershipAnalyzes salary data, prepares reports, supports compensation programs
Employer & Industry UsageUsed in large organizations across various industriesCommon in HR departments, especially in finance, healthcare, and tech sectors

The Compensation Manager focuses on developing and managing overall compensation strategies, policies, and team leadership. In contrast, the Compensation Analyst primarily conducts data analysis, prepares reports, and supports compensation program implementation. Both roles require similar credentials but differ in scope and responsibilities within the compensation function.

More about Compensation Manager jobs
What are the most commonly searched types of Compensation jobs in Utah? The most popular types of Compensation jobs in Utah are:
What are popular job titles related to Compensation Manager jobs in Utah? For Compensation Manager jobs in Utah, the most frequently searched job titles are:
What job categories do people searching Compensation Manager jobs in Utah look for? The top searched job categories for Compensation Manager jobs in Utah are:
What cities in Utah are hiring for Compensation Manager jobs? Cities in Utah with the most Compensation Manager job openings:
Compensation Manager jobs near you

Compensation Manager

City of Salt Lake City

Salt Lake City, UT • On-site

$121K - $155K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 9 hours ago

Job description

Position Title: Compensation Manager Job Description: The Compensation Manager is a strategic, forward-thinking leader responsible for designing and administering the City's compensation and job classification programs. This role oversees pay structures, job classification, market analysis, incentive programs and compensation analytics that inform key workforce decisions. The Compensation Manager ensures compensation programs are competitive, equitable, legally compliant and aligned with organizational goals. As the City's lead compensation expert, this role provides data-driven insights and recommendations to support compensation decisions and labor negotiations, helping shape sustainable and fiscally responsible wage strategies. The ideal candidate will:
  • Be a compensation leader who can design innovative programs that balance budget constraints, workforce needs, and organizational priorities.
  • Translate complex data into clear, actionable recommendations and communicate effectively with City administration, department leaders, negotiating groups and employees. This will require advanced Excel or statistical analysis skills (e.g. pivot tables, modeling, regression analysis).
  • Proactively anticipate and address issues such as pay compression, pay equity, recruitment challenges, and retention risks.
  • Bring experience in the public sector and working closely with bargaining units (strongly preferred).
Early application submittal is encouraged. An initial review of resumes will be conducted on May 18, 2026. POSITION SALARY RANGE: $121,948 to $155,822 (E36) estimated annually based on experience and qualifications. Use our total compensation calculator to see your earning potential in this role! Relocation expense reimbursement may be available for candidates requiring relocation to Utah as part of a conditional offer of employment. This position is eligible for full city benefits, including:
  • Health Insurance
  • Dental, Vision and Life Insurance
  • Paid vacation and personal leave
  • Six to twelve weeks of paid parental leave from day one of employment
  • Retirement contributions toward a pension plan and/or 401(k)
  • A robust Employee Assistance Plan (EAP)
  • Up to $4,000 tuition reimbursement annually
  • Discounted supplemental benefits like pet insurance and legal services
JOB DUTIES:
  • Leads the development, implementation, design, and maintenance of the city's official classification and compensation plans.
  • Conducts ongoing audits of job descriptions to ensure accurate classification and alignment with city-wide job structures.
  • Supervises a team of analysts and specialists, providing daily oversight of their workloads and performance.
  • Leads annual market salary surveys and equity studies to ensure the city remains competitive in attracting and retaining talent.
  • Manages, coordinates, and supports the city's Citizens Compensation Advisory Committee (CCAC), including draft and transmittal of the Committee's annual report due March 1 of each calendar year.
  • Collaborates and provides strategic guidance and recommendations to departments in order to forecast costs for pay plan changes and operate within allocated program budgets.
  • Serves as the lead subject matter expert to provide recommendations, real-time data and technical advice to the primary labor relations negotiator regarding the feasibility of wage and benefit proposals.
  • Drafts and reviews proposed contract language related to wage scales, shift differentials, and other pay allowances to ensure technical accuracy and administrative feasibility.
  • Coordinates with Finance and Budget teams to ensure that all proposed wage settlements align with the city's long-term fiscal plans and legislative funding mandates.
  • Directs the implementation of newly negotiated wage tables into payroll and HRIS systems, ensuring accurate application of pay grades and effective dates.
  • Interprets and translates ratified collective bargaining agreements into actionable pay rules within the HRIS system.
  • Effectively builds and maintains relationships of trust with peers, outside partners, vendors, and third-party compensation providers.
  • Performs other duties as assigned.
MINIMUM QUALIFICATIONS:
  • A bachelor's degree from an accredited college or university in Human Resources, Public Administration, Business Administration, Finance, or a related field and five to eight years of progressively responsible Human Resources experience including compensation administration. Education and experience may be substituted on a year-for-year basis.
  • Ability to perform complex modeling, salary benchmarking, and quantitative research to maintain equitable pay structures.
  • Knowledge of the Fair Labor Standards Act (FLSA), EEOC, and state/local employment laws specific to the public sector.
  • Skill in administering and interpreting employee compensation plans, union contracts, and city policies from a compensation perspective.
  • Expertise in managing Human Resource Information Systems (e.g., Workday, SAP, or PeopleSoft) and Excel for data visualization.
  • Ability to translate complex data into clear reports for city leadership and explain compensation decisions to diverse employee groups.
PREFERRED QUALIFICATIONS
  • Master of Public Administration (MPA) or Master of Business Administration (MBA).
  • Direct experience in public sector/government HR is highly preferred.
  • Certified Compensation Professional (CCP).
  • SHRM-CP/SCP, SPHR, or IPMA-SCP (International Public Management Association for HR) certification.
WORKING CONDITIONS:
  • Light physical effort. Comfortable working positions, handling of light weights, intermittent sitting, standing and walking. May be exposed to discomfort associated with constant monitoring of computer display screens.
  • Frequent exposure to stress as a result of human behavior and the demands of the position.
The above statements are intended to describe the general nature and level of work being performed by persons assigned to this job. They are not intended to be an exhaustive list of all duties, responsibilities and skills required of personnel so classified. All requirements are subject to possible modification to reasonably accommodate individuals with disabilities. Full Time/Part Time: Full time Scheduled Hours: 40

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