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Director Compensation Jobs in Utah (NOW HIRING)

TheCoTeam, LLC

Lutron Programmer

North Salt Lake, UT · On-site

$65K - $95K/yr

Scott, Lighting Field Director Compensation: $65,000 - $95,000 / year Description *** APPLY ONLINE ONLY *** You Are: * A trustworthy individual. Hungry to learn and grow. Technically inclined and ...

Blue River PetCare

Medical Director

North Salt Lake, UT · On-site

Medical Director | Established Practice Near Downtown | North Salt Lake, UT Join a well-established ... Salaried or production‑based compensation options * Medical, dental, vision, and life insurance ...

Hale Centre Theatre

Technical Director

Sandy, UT · On-site

Technical Director Reports to: Senior Technical Director Our Technical Direction Team is growing ... Compensation commensurate with experience. Individual compensation packages are based on various ...

Maverik Inc.

Store Director

Roy, UT

$24.13 - $26.44/hr

Store Director Salary: $50,200 - $55,000/per year, with eligibility for a bonus program ... Hourly compensation during training, transitioning to a salaried position upon successful ...

New

Dignity Home Care Inc

Activities Director

Salt Lake City, UT · On-site

$18.50 - $25.25/hr

Activities Director At Sunrise Senior Living, we believe meaningful work starts with purpose. Our ... We also offer benefits and other compensation that include: * Medical, Dental, Vision, Life, and ...

Sunriseseniorliving

Activities Director

Midvale, UT

$18 - $24.50/hr

As an Activities Director, you provide overall leadership for a vibrant, resident-centered ... We also offer benefits and other compensation that include: * Medical, Dental, Vision, Life, and ...

Sunrise Senior Living

Activities Director

Salt Lake City, UT · On-site

$18.50 - $25.25/hr

As an Activities Director, you provide overall leadership for a vibrant, resident-centered ... We also offer benefits and other compensation that include: * Medical, Dental, Vision, Life, and ...

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Director Compensation information

See Utah salary details

$27.8K

$133.9K

$183.4K

How much do director compensation jobs pay per year?

As of Aug 24, 2026, the average yearly pay for director compensation in Utah is $133,852.00, according to ZipRecruiter salary data. Most workers in this role earn between $113,800.00 and $155,700.00 per year, depending on experience, location, and employer.

What does a director of compensation do?

A Director of Compensation is responsible for designing, overseeing, and managing an organization’s compensation programs, including salaries, bonuses, and benefits. They analyze market trends to ensure pay practices are competitive and compliant with laws and regulations. This role often involves collaborating with senior leadership to develop strategies that attract, motivate, and retain employees while ensuring internal equity. Additionally, Directors of Compensation may supervise a team and manage compensation-related projects or initiatives.

What are the key skills and qualifications needed to thrive as a director of compensation?

To thrive as a Director of Compensation, you need expertise in compensation strategy, data analysis, and compliance, typically supported by a bachelor's or master's degree in human resources, business, or a related field. Familiarity with HRIS systems, compensation survey tools, and relevant certifications like CCP (Certified Compensation Professional) is highly valuable. Strong leadership, analytical thinking, and effective communication are essential soft skills for influencing decision-makers and managing cross-functional projects. These skills ensure competitive, equitable pay practices that support talent attraction, retention, and organizational goals.

How does a director of compensation typically collaborate with other departments to ensure alignment with organizational goals?

A Director of Compensation regularly partners with HR, finance, and executive leadership to design and implement pay structures that support the company’s strategic objectives. This role often involves analyzing market data, consulting with department heads about talent needs, and ensuring compensation programs are both competitive and equitable. Effective collaboration is key, as compensation strategies must align with budget constraints, regulatory requirements, and broader talent management initiatives. Regular cross-functional meetings and communication are essential to address evolving business priorities and maintain internal equity.

What is the difference between Director Compensation vs HR Manager Compensation?

AspectDirector CompensationHR Manager Compensation
Required CredentialsBachelor's degree, extensive experience, possibly certifications like CCP or CECPBachelor's degree, HR certifications like SHRM-CP or PHR often preferred
Work EnvironmentStrategic, executive-level, often involved in high-level decision makingOperational, team-focused, involved in daily HR activities
Employer & Industry UsageCommon in large corporations, finance, and consulting firmsWidespread across industries, especially in mid-sized and large companies

While both roles involve compensation management, the Director Compensation role is more strategic and senior, focusing on designing and overseeing compensation programs at an executive level. HR Managers handle day-to-day HR functions, including employee relations and benefits administration. The two roles differ mainly in scope, responsibility, and required experience.

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 Director Compensation jobs in Utah?

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

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

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

What cities in Utah are hiring for Director Compensation jobs?

Cities in Utah with the most Director Compensation job openings:

Director Compensation jobs near you
Infographic showing various Director Compensation job openings in Utah as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $133,852 per year, or $64.4 per hour.

Senior Director, Faculty and QHP Compensation, University of Utah Health

University of Utah Health

Salt Lake City, UT • On-site

$123K - $168K/yr

Full-time

Medical, Dental

Re-posted 20 days ago

University Of Utah rating

7.2

Company rating: 7.2 out of 10

Based on 159 frontline employees who took The Breakroom Quiz

386th of 622 rated colleges and universities

Job description

Overview
The Senior Director of Faculty and QHP Compensation will serve as the senior leader responsible for guiding the development, implementation, and ongoing evaluation of a compensation framework for faculty and clinical professional billing roles, in coordination with other compensation model expectations across the University of Utah Health System.
This role has oversight of U of U Health's compensation plans for: clinical, basic science, research and education faculty, advanced practice providers (APPs), and any other credentialed, professional billing roles, collectively known as Qualified Healthcare Professionals (QHPs). As faculty and QHP compensation is a key U of U Health System strategic growth, this individual will report to the Chief Strategy Officer, with executive sponsorship from both the Dean of the Spencer Fox Eccles School of Medicine and the Chief Clinical Officer of the U of U Health System, and accountability to the Health System CEO.
This senior director will partner closely with physician and academic leaders, strategy, finance, and human resources teams, and other key stakeholders to co-design the faculty and QHP compensation framework, ensure it is consistent, compliant, and aligned with the organization's vision and values across clinical, research and educational missions. They will also establish governance structures, communication strategies, and accountability mechanisms that promote transparency, consistency, and clinician trust in compensation programs, ensuring alignment with U of U Health's mission to recruit, retain, and engage top faculty and clinicians.
Qualified candidates must have:
  • Bachelor degree in Health Care Administration, Business Administration, or related area or equivalency.
  • 10 years of progressive experience in physician compensation, provider relations, healthcare finance, or related areas.
  • Demonstrated knowledge of healthcare regulatory requirements related to physician compensation.
  • Proven experience with data analytics, benchmarking, and financial modeling.
  • Strong change management and communication skills, with ability to influence across complex organizations.
  • Familiarity with physician compensation administration systems and integrations (e.g., EMRs, compensation administration platforms, etc.).
  • Expertise in regulatory frameworks including Stark, Anti-Kickback, Fair Market Value, and Commercial Reasonableness standards.

Preferred qualifications:
  • Experience within an Academic Health Center.
  • Master's degree (MBA, MHA, MPH, or related field) or related Professional Degree (JD).
  • Active participation in national compensation forums (AAPCP) or other organizations.

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.
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
Responsibilities
Strategic Leadership
  • Lead the U of U Health Faculty and QHP Compensation Committee and facilitate benchmarked and regular evaluation of faculty and credentialed billing professional compensation plans.
  • Serve as a repository of faculty and QHP compensation expertise, develop health system guidance, and example templates for department compensation plans.
  • Serve as the subject matter expert on physician, QHP and faculty compensation strategies, trends and regulatory considerations.
  • Provide guidance and recommendations to U of U Health senior leadership team and physician leadership regarding compensation structures and adjustments.
  • Champion change management initiatives to build understanding and trust in the compensation program.
  • Establish and maintain a faculty and professional billing for QHP compensation governance framework, including policies for exceptions, appeals, and periodic review.
  • Integrate faculty and QHP compensation planning into enterprise strategy, physician workforce planning, and academic mission alignment.
  • Remain abreast of overall funds flow for academic mission support and work with CFO and CCO to incorporate this support into applicable faculty and QHP compensation plans.

Program Design & Implementation
  • Facilitate faculty and QHP compensation plan design for different career pathways and academic promotion criteria to support long-term faculty development and institutional growth.
  • Ensure compliance with federal and state regulations, including Stark Law, Anti-Kickback Statute, and fair market value standards.
  • Continuously monitor, assess, and benchmark faculty and QHP compensation against peer academic medical centers and industry standards, with a focus on local and regional markets.

Collaboration & Stakeholder Engagement
  • Lead the Faculty and QHP Compensation Committee comprised of health system clinical, academic, and functional leaders.
  • Act as a trusted partner to physician leaders across departments and clinical programs, ensuring their voices are incorporated into compensation planning.
  • Collaborate with finance, HR, legal, and compliance to ensure alignment and support integrated and compliant compensation programs.
  • Partner with deans, academic affairs, and department chairs to balance academic and clinical incentives.
  • Facilitate transparent communication with faculty physicians regarding compensation principles and program updates.
  • Engage external consultants, auditors, and regulators as needed to validate compliance and compensation best practices.
  • Serve as a resource to department chairs, division chiefs, and administrative leaders on faculty and QHP compensation policies and practices across the health system.
  • Design and deliver communication strategies that clearly explain faculty and QHP compensation principles and updates to physicians and leaders.
  • Provide training for department administrators and faculty leaders on compensation mechanics, compliance requirements, and governance policies.
  • Establish a practice of continuous improvement, partnering with key stakeholders to understand various perspectives and enhance programming over time.
  • Engage with external benchmarking organizations (e.g., AAMC, MGMA, AMGA, ECG) to align with national best practices for faculty and QHP compensation.

Data & Analytics
  • Oversee data analysis to evaluate faculty and QHP compensation structures, productivity metrics, and market trends.
  • Prepare reports and presentations for executives, governing boards, and committees.
  • Develop forecasting models to evaluate the financial impact of faculty and QHP compensation plan changes.
  • Implement standardized dashboards and reporting for executives and department leaders regarding faculty and QHP compensation.
  • Apply analytics to inform long-term physician workforce and financial sustainability planning.
  • Leverage advanced business intelligence tools to translate data into decision-ready insights.
Knowledge / Skills / Abilities
  • Demonstrated knowledge of healthcare regulatory requirements related to physician compensation.
  • Proven experience with data analytics, benchmarking, and financial modeling.
  • Strong change management and communication skills, with ability to influence across complex organizations.
  • Familiarity with physician compensation administration systems and integrations (e.g., EMRs, compensation administration platforms, etc.)
  • Expertise in regulatory frameworks including Stark, Anti-Kickback, Fair Market Value, and Commercial Reasonableness standards.
  • Demonstrated thorough knowledge of current employment laws and regulations, specifically those related to Affirmative Action, Equal Opportunity, and employment.
  • Strong interpersonal skills and the ability to effectively communicate with a wide range of individuals.

Qualifications
Qualifications
Required
  • Bachelor degree in Health Care Administration, Business Administration, or related area or equivalency.
  • 10 years of progressive experience in physician compensation, provider relations, healthcare finance, or related areas.
  • Demonstrated knowledge of healthcare regulatory requirements related to physician compensation.
  • Proven experience with data analytics, benchmarking, and financial modeling.
  • Strong change management and communication skills, with ability to influence across complex organizations.
  • Familiarity with physician compensation administration systems and integrations (e.g., EMRs, compensation administration platforms, etc.).
  • Expertise in regulatory frameworks including Stark, Anti-Kickback, Fair Market Value, and Commercial Reasonableness standards.

Qualifications (Preferred)
Preferred
  • Experience within an Academic Health Center.
  • Master's degree (MBA, MHA, MPH, or related field) or related Professional Degree (JD).
  • Active participation in national compensation forums (AAPCP) or other organizations.
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
Listening, Manual Dexterity, Near Vision, Sitting, Speaking, Standing

What University Of Utah employees say

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About University of Utah

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The University of Utah is the state’s flagship institution of higher education, with 18 schools and colleges, more than 100 undergraduate majors and graduate programs, and an enrollment of more than 38,000 students. It is a member of the Association of American Universities—an invitation-only, prestigious group of 71 leading research institutions. The U is advancing a new national model for higher education that delivers societal impact through education, research, health care, and community service, while making social, economic, and cultural contributions that improve lives across Utah and around the world.

Industry

Colleges, universities, and professional schools

Company size

10,000+ Employees

Headquarters location

Salt Lake City, UT, US

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