Director, Compensation

Founded in 1977 as the Senior Care Action Network, SCAN began with a simple but radical idea: that older adults deserve to stay healthy and independent. That belief was championed by a group of community activists we still honor today as the "12 Angry Seniors." Their mission continues to guide everything we do. Today, SCAN is a nonprofit health organization serving more than 500,000 people across Arizona, California, Nevada, New Mexico, Texas, and Washington, with over $8 billion in annual revenue. With nearly five decades of experience, we have built a distinctive, values-driven platform dedicated to improving care for older adults. Our work spans Medicare Advantage, fully integrated care models, primary care, care for the most medically and socially complex populations, and next-generation care delivery models. Across all of this, we are united by a shared commitment: combining compassion with discipline, innovation with stewardship, and growth with integrity. At SCAN, we believe scale should strengthen-not dilute-our mission. We are building the future of care for older adults, grounded in purpose, accountability, and respect for the people and communities we serve. The Job The Director, Compensation is responsible for developing, leading, and optimizing the organization's compensation philosophy, strategy, programs, and governance practices. This role serves as the organization's subject matter expert on compensation and is a trusted advisor to executive leadership, providing strategic guidance on compensation design, market competitiveness, pay equity, incentive programs, and regulatory compliance. The Director, Compensation ensures that compensation programs support the organization's business objectives, talent strategy, and culture while maintaining competitive, equitable, and fiscally responsible pay practices. This position leads the design, implementation, and administration of compensation programs and processes, including salary structures, market pricing, annual compensation planning, incentive programs, executive compensation support, and compensation analytics. You Will Strategic Leadership Develops and executes the organization's compensation strategy in alignment with business goals, workforce plans, and talent priorities. Serves as a trusted advisor to executive leadership on compensation-related matters, trends, risks, and opportunities. Establishes and maintains a compensation philosophy that supports talent attraction, retention, engagement, and organizational performance. Provides strategic direction for enterprise-wide compensation initiatives and long-term planning. Compensation Program Design & Administration Oversees the design, implementation, and governance of compensation programs, including base pay structures, salary administration guidelines, incentive plans, variable pay programs, and recognition frameworks. Leads annual compensation processes, including market pricing, salary planning, merit increases, promotional increases, and incentive plan administration. Evaluates compensation effectiveness through analytics and reporting, recommending program enhancements to ensure competitiveness and alignment with business objectives. Ensures consistency and scalability of compensation practices across the organization. Market Analysis & Compensation Analytics Directs the organization's market intelligence strategy, utilizing compensation surveys, benchmarking data, and external market trends to inform compensation decisions. Analyzes internal and external compensation data to identify trends, opportunities, and risks. Develops executive-level reporting and recommendations on compensation competitiveness, workforce costs, pay equity, and program performance. Oversees job evaluation and market pricing methodologies to ensure consistency and accuracy. Governance, Compliance & Risk Management Establishes compensation policies, procedures, and governance frameworks that support organizational objectives and regulatory requirements. Ensures compliance with all federal, state, and local compensation-related laws and regulations. Leads pay equity analyses and compensation audits to promote fair and equitable pay practices. Identifies potential compensation risks and develops mitigation strategies. Partnership & Stakeholder Management Partners closely with Human Resources leaders, Finance, Legal, Compliance, and business leaders to align compensation strategies with organizational priorities. Provides consultation and guidance to senior leaders on compensation decisions, organizational structure changes, promotions, job evaluations, and talent retention strategies. Represents the compensation function in executive discussions, strategic workforce planning activities, and organizational change initiatives. Vendor & Technology Oversight Evaluates and manages compensation data providers, consultants, and external partners. Leads the assessment, design, and implementation of compensation-related technology solutions and processes. Ensures compensation systems, workflows, and data governance practices support operational excellence and reporting accuracy. Leadership & Talent Development Leads and develops a high-performing compensation team. Provides direction, coaching, and performance management to managers and team members. Establishes departmental goals and priorities aligned with organizational objectives. Fosters a culture of accountability, continuous improvement, and professional development. We seek Rebels who are curious about AI and its power to transform how we operate and serve our members. Actively support the achievement of SCAN's Vision and Goals. Other duties as assigned. Your Qualifications Bachelor's Degree in Human Resources, Business Administration, Finance, Economics, or a related field, or equivalent combination of education and experience. CCP (Certified Compensation Professional), PHR/SPHR, or SHRM-CP/SHRM-SCP preferred. 10+ years of progressive compensation experience, including deep expertise in compensation strategy, program design, analytics, and governance. 8+ years of people leadership experience, including managing managers and/or leading large-scale compensation initiatives. Experience advising executive leadership and influencing organizational decisions. Demonstrated success leading enterprise compensation programs in a complex organization. Skills & Abilities Advanced knowledge of compensation principles, practices, and market trends. Expertise in compensation analysis, job evaluation, and market pricing methodologies. Strong financial, quantitative, and analytical skills. Excellent verbal and written communication skills. Ability to influence and present effectively to executive leadership. Advanced project and change management capabilities. Strong attention to detail and commitment to data integrity. Ability to manage multiple priorities and meet deadlines in a fast-paced environment. What's in it for you? Base Pay Range: Work Mode: Mostly Onsite (In office 2 days per week on Tuesday/Wednesday) An annual employee bonus program Robust Wellness Program Generous paid-time-off (PTO) along with 11 paid holidays per year, 1 floating holiday, birthday off, and 2 volunteer days Excellent 401(k) Retirement Saving Plan with employer match Robust employee recognition program Tuition reimbursement An opportunity to become part of a team that makes a difference to our members and our community every day! We're always looking for talented people to join our team! At SCAN we believe that it is our business to improve the state of our world. Each of us has a responsibility to drive Equality in our communities and workplaces. We are committed to creating a workforce that reflects our community through inclusive programs and initiatives such as equal pay, employee resource groups, inclusive benefits, and more. SCAN is proud to be an Equal Employment Opportunity and affirmative action workplace. Individuals seeking employment will receive consideration for employment without regard to race, color, national origin, religion, age, sex (including pregnancy, childbirth or related medical conditions), sexual orientation, gender perception or identity, age, marital status, disability, protected veteran status or any other status protected by law. A background check is required. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c) #J-18808-Ljbffr