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Director Compensation Jobs in Utah (NOW HIRING)

PACS

Manager, Compensation

Farmington, UT · On-site

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.

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 ...

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 ...

LVT

Equity and Compensation Accountant

American Fork, UT · On-site

ABOUT THIS ROLE We are seeking a detail-oriented and analytical Equity & Compensation Accountant to ... Direct experience using equity management platforms (Carta highly preferred). Advanced proficiency ...

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 ...

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Showing results 1-20

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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 7, 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 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 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 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 90% Full Time, and 10% Part Time. Highlights an 100% In-person job distribution, with an average salary of $133,852 per year, or $64.4 per hour.

Manager, Compensation

PACS

Farmington, UT • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 4 days ago

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.
PACS logo

About PACS

Sourced by ZipRecruiter

Industry

Health care and social assistance

Company size

201 - 500 Employees

Headquarters location

Farmington, UT, US

Year founded

2013

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