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 Compensation Lead — Consulting serves as a senior individual contributor within the Compensation Center of Expertise, with primary responsibility for business-facing compensation consultation, complex pay decision support, and leader-facing guidance on high-impact compensation matters. This role helps leaders and HR partners navigate hiring, promotions, market adjustments, retention actions, interim assignments, bonuses, job evaluations, career framework placement, pay administration, and executive or leadership role questions.
This position is intended for a leader-facing advisor, consultative problem-solver, escalation manager, and coach to HR partners. The Compensation Lead — Consulting translates compensation strategy, job architecture, market data, internal pay consistency, policy requirements, and business context into practical recommendations that support defensible and consistent pay decisions. The role serves as a primary point of coordination for escalated or complex compensation requests, including executive-level job and pay actions, role benchmarking, titling, leveling, and documentation of decision rationale.
The Compensation Lead — Consulting partners closely with Compensation leadership, Compensation Operations, the Compensation Lead — Programs, HR Strategic Advisors, Talent Acquisition, Finance, HRIS, and operational leaders to ensure compensation decisions are timely, well-reasoned, and aligned with policy and architecture. The role may provide matrixed guidance, coaching, quality review, and work direction to compensation analysts supporting consultation work, but does not necessarily serve as a formal people manager. Success in this role requires strong consulting judgment, stakeholder presence, analytical rigor, escalation discipline, and the ability to help HR partners and leaders apply compensation practices consistently in daily decisions.
Schedule : Monday - Friday 8:00 am - 4:30 pm
- Hybrid , In office Tuesdays and Thursdays (Subject to change based on department needs)
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
Advanced Compensation Consultation
Provides senior-level compensation consultation to HR partners, leaders, and other stakeholders on complex matters, including hiring, promotions, market adjustments, retention actions, interim assignments, bonuses, job evaluations, career framework placement, pay administration, and executive or leadership role questions.
Interprets compensation policy, job architecture, market data, internal pay consistency, budget constraints, and operational context to develop practical, defensible recommendations that balance business need, market competitiveness, internal consistency, financial stewardship, and precedent risk.
Manages or supports escalated, high-impact, precedent-setting, politically sensitive, or ambiguous compensation matters with appropriate documentation, routing, and follow-through.
Compensation Program and Workstream Leadership
Leads significant, defined compensation program workstreams such as job architecture implementation, workforce segmentation, incentive/variable pay program development, executive compensation framework development, or career framework integration.
Serves as a compensation content and design lead by translating business needs, compensation strategy, and implementation requirements into practical frameworks, tools, guidance, and decision standards.
Partners with designated project / program resources to support planning, readiness, documentation, and implementation coordination across Compensation Operations, Consulting, and Programs.
Identifies program risks, stakeholder readiness gaps, policy implications, resourcing constraints, or decision points requiring leadership attention, and recommends practical mitigation options.
Job Architecture, Market Analysis, and Pay Decision Support
Conducts advanced job evaluations and market analyses to determine appropriate job classification, career level, salary structure placement, and benchmark alignment.
Applies compensation judgment to complex job architecture questions, including role differentiation, leveling, titling, executive role alignment, and internal consistency across departments, functions, and workforce segments.
Analyzes compensation data to assess market competitiveness, compression, turnover risk, hiring difficulty, and pay alignment.
Develops leader-ready summaries and recommendations that translate complex analysis into clear findings, options, tradeoffs, and recommended actions.
HR Partner Enablement and Knowledge Transfer
Serves as a senior technical resource to HR Strategic Advisors, Talent Acquisition partners, and other HR colleagues on compensation policy, market logic, job architecture, pay decision standards, documentation expectations, and escalation triggers.
Builds capability among HR partners, compensation analysts, and project contributors through coaching, knowledge sharing, quality review, tools, training, and practical decision support.
Partners with Compensation Operations, Compensation Programs, HRIS, Finance, Talent Acquisition, and other stakeholders to support effective program delivery and identify opportunities for better tools, clearer policies, process redesign, and improved service delivery.
Ensures compliance with federal, state, and local wage and hour laws, pay practices, and organizational compensation policies.
Knowledge / Skills / Abilities
Advanced knowledge of compensation principles and practices, including market pricing, salary structure design, job evaluation, job architecture, pay placement, incentive programs, pay administration, and internal pay consistency analysis.
Strong ability to apply compensation judgment in complex, ambiguous, high-impact, or precedent-setting situations.
Strong consulting and facilitation skills, including the ability to guide discussions with senior and executive leaders, diagnose business needs, frame options, communicate tradeoffs, and determine when issues require further analysis or escalation before commitments are made.
Strong analytical, written, and verbal communication skills, including the ability to interpret data, identify trends, develop insights, and communicate complex compensation concepts clearly.
Ability to handle the highest level of confidential information and interact effectively with all levels of management, HR partners, Finance, HRIS, Talent Acquisition, and other stakeholders.
Experience leading workstreams or cross-functional efforts without direct authority.
Knowledge of federal, state, and local wage and hour regulations and employment practices.
Qualifications
Required
Bachelor’s degree in human resources management, Business Administration, Finance, Healthcare Administration, Organizational Development, or a related field, or four years of professional compensation experience.
Minimum of seven years of experience in Compensation, Total Rewards, Human Resources, Finance, or a closely related field, including meaningful experience applying compensation principles in a professional setting.
Qualifications (Preferred)
Preferred
Certified Compensation Professional (CCP).
Experience in a healthcare, academic medical center, higher education, public sector, or similarly complex organization.
Experience with job architecture, career frameworks, salary structure design, market survey participation, incentive program support, executive compensation support, or enterprise compensation program implementation.
Master's Degree in a related area of assignment, or equivalency.
Working Conditions and Physical Demands
Employee must be able to meet the following requirements with or without an accommodation.
- This is a sedentary position in an office setting 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
Multi-lingual Candidates Welcomed
To inquire about this posting, email: [email protected]
EEO Statement
University of Utah Health Hospitals and Clinics, a part of The University of Utah, values candidates who have experience working in settings with students and patients from all backgrounds and possess a strong commitment to improving access to higher education and quality healthcare for historically underrepresented students and patient populations.
All qualified individuals are encouraged to apply. Veterans’ preference is extended to qualified applicants, upon request and consistent with University policy and Utah state law. Upon request, reasonable accommodations in the application process will be provided to individuals with disabilities.
University of Utah Health Hospitals and Clinics, a part of The University of Utah, is an Affirmative Action/Equal Opportunity employer and does not discriminate based upon race, ethnicity, color, religion, national origin, age, disability, sex, sexual orientation, gender, gender identity, gender expression, pregnancy, pregnancy-related conditions, genetic information, or protected veteran's status. The University does not discriminate on the basis of sex in the education program or activity that it operates, as required by Title IX and 34 CFR part 106. The requirement not to discriminate in education programs or activities extends to admission and employment. Inquiries about the application of Title IX and its regulations may be referred to the Title IX Coordinator, to the Department of Education, Office for Civil Rights, or both.
To request a reasonable accommodation for a disability, please contact the University of Utah Health Hospitals and Clinics Human Resources office at 801-581-6500. If you or someone you know has experienced discrimination or sexual misconduct including sexual harassment, you may contact the Director/Title IX Coordinator in the Office of Equal Opportunity (OEO). More information, including the Director/Title IX Coordinator's office address, electronic mail address, and telephone number can be located at:www.utah.edu/nondiscrimination/
Online reports may be submitted atoeo.utah.edu/
The University is a participating employer with Utah Retirement Systems (“URS”). Eligible new hires with prior URS service, may elect to enroll in URS if they make the election before they become eligible for retirement (usually the first day of work). Contact Hospitals and Clinics Human Resources at (801) 581-6500 for information. Individuals who previously retired and are receiving monthly retirement benefits from URS are subject to URS’ post-retirement rules and restrictions. Please contact Utah Retirement Systems at (801) 366-7770 or (800) 695-4877 or Hospitals and Clinics Human Resources at (801) 581-6500 if you have questions regarding the post-retirement rules.
This position may require the successful completion of a criminal background check and/or drug screen.
Requisition Number 84437
Reg/Temp Regular
Employment Type Full-Time
Shift Day
Work Schedule 8:00 - 4:30
Clinical/Non-Clinical Status Non-Clinical
Location Name Business Services Building
Workplace Set Up Hybrid
City SALT LAKE CITY
State UT
Department COR ISC 05A HR Compensation
Category Human Resources
Workplace Set Up Hybrid
