Compensation Program Advisor

Job Title

Compensation Program Advisor - Human Resources
Requisition Number

76354
Reg/Temp

Regular
Employment Type

Full-Time
Shift

Day
Work Schedule

8 am to 4:30 pm
Location Name

525 Plaza
Patient Care?

Non-Clinical
City

Salt Lake City
State

UT
Department

COR ISC 05A HR Total Rewards
Category

Human Resources
Location : Location

US-UT-Salt Lake City
Requisition Post Information* : Posted Date

6/11/2025
Requisition Post Information* : External Company Name

University of Utah Health
Requisition Post Information* : External Company URL

http://healthcare.utah.edu/
Location : Postal Code

84102
Location : Address

525 E. 100 S.
Additional Locations

US-UT-SALT LAKE CITY

Qualifications:

Qualifications

Required

• Bachelor’s degree in Human Resources, Business, Finance, Organizational Design, or a related field, or equivalency.
• Ten years of progressive compensation experience, including experience designing enterprise-wide structures or programs.

Responsibilities:

Strategic Compensation Design & Leadership

• Lead large-scale, enterprise-level compensation initiatives, such as job architecture implementation, compensation redesign, and incentive model transformation.
• Develop modern, scalable compensation tools and job structures that support organizational complexity, with clear pathways for clinical, operational, and business support staff.
• Serve as the organization’s primary expert on compensation frameworks, providing guidance to executive leaders, HR partners, and operational teams.

Enterprise Integration & System-Level Strategy

• Align compensation design with enterprise workforce and talent strategies, including career development, performance management, and workforce segmentation.
• Collaborate across HR centers of excellence to ensure compensation solutions reinforce broader goals related to equity, mobility, and retention.
• Serve as a strategic partner to business leaders on enterprise initiatives where job structure and compensation play a key role in transformation or planning.

Workforce Segmentation & Incentive Design

• Create models for segmenting compensation strategies by job type, department, and operational structure to improve pay alignment, performance management, and program sustainability.
• Lead design of incentive and variable pay programs that reflect organizational mission, labor market dynamics, and evolving work models.
• Balance internal consistency and external competitiveness across diverse roles and organizational units.

Operational Integration & Enablement

• Partner with the Compensation Operations Manager to ensure that compensation designs are scalable, supportable, and integrated into HRIS, budget systems, and operational workflows.
• Translate strategic models into guidance and tools for managers and HR practitioners to support consistent decision-making.
• Inform planning for annual compensation cycles by embedding structure, rules, and data frameworks into the process.

Innovation, Problem Solving & Research

• Monitor emerging compensation trends, policy shifts, and workforce changes to inform future-state compensation strategies.
• Diagnose root causes of structural compensation challenges and deliver clear, data-backed proposals for reform.
• Lead design sprints, workshops, or agile teams to co-develop solutions in collaboration with internal stakeholders.

Governance, Communication & Change Management

• Contribute to institutional governance by advising senior leadership groups, steering committees, and project boards on compensation-related topics.
• Develop thoughtful, clear communication strategies to engage stakeholders in new compensation models or frameworks.
• Coach and prepare managers, HR teams, and other stakeholders to adopt and champion compensation change initiatives.

Knowledge / Skills / Abilities

• Deep subject matter expertise in compensation design, including modern job architecture, salary structure design, advanced job leveling techniques within job architecture, and incentive/differential programs.

• Demonstrated success leading complex, cross-functional initiatives in large, evolving, and matrixed environments.

• Ability to translate strategic goals into operational models and actionable tools.

• Familiarity with academic and academic healthcare systems greatly preferred, including workforce composition and regulatory nuances.

• Exceptional stakeholder engagement and communication skills, with ability to influence across functions and levels.

• High ethical standards and discretion with sensitive compensation and workforce data.