Compensation Portfolio Manager

Role Description

In support of Intermountain’s compensation philosophy and pay program, the HR Compensation Manager serves as the strategic compensation partner for an assigned portfolio by collaborating with HR business partners and operational leaders on compensation solutions that align with organizational goals, talent strategy, and labor market conditions.

This position is Monday-Friday 8-5 and will be responsible for the nursing portfolio, requiring compensation experience in a large complex healthcare environment.

Essential Functions

• Lead the development, evaluation, and administration of compensation programs, including market pricing, job evaluation, pay structure recommendations, pay offers, equity reviews, and market adjustment proposals to ensure competitiveness, consistency, and internal equity.
• Oversee and execute key compensation processes such as the annual increase cycle, incentive program administration, market competitiveness reviews, policy updates, and regulatory compliance activities, ensuring accurate and timely delivery.
• Apply strong business, financial, and economic acumen to evaluate cost implications, model financial scenarios, and interpret labor market dynamics to support informed decision-making.
• Influence and facilitate strategic discussions with leaders by translating complex analysis findings, such as trends, risks, and opportunities, into clear, actionable recommendations that balance business needs, caregiver experience, fiscal responsibility, and external market factors.
• Build trusted relationships with HR partners and operational leaders, providing guidance, consultation, and balanced perspectives to influence organizational decisions and ensure alignment to compensation philosophy.
• Interpret and apply pay transparency requirements and other regulatory obligations, ensuring compliant communication and alignment within assigned portfolios.
• Ensure adherence to compensation policies and procedures by offering expertise, monitoring application, and recommending updates or enhancements based on emerging needs or market trends.
• Collaborate cross-functionally with HR, Finance, Operations, and other partners to ensure that compensation recommendations support organizational priorities, budgetary guardrails, and long-term workforce strategies.

Qualifications

• Progressive experience in compensation, HR consultant/business partner, finance, or related discipline.
• Proven ability to translate analytical findings into actionable business recommendations.
• Strong business acumen, with the ability to understand operational drivers, workforce implications, and financial impact.
• Demonstrated financial and economic acumen, including understanding of cost structures, labor markets, supply/demand dynamics, and budgeting.
• Experience partnering with senior HR leaders and operational leaders to provide guidance, influence decisions, and support strategic planning.
• Strong data analysis skills, including the ability to extract insights, identify trends, and communicate implications clearly.
• Proven ability to work independently, exercise sound judgment, and manage sensitive information with discretion.
• Experience leading or supporting large-scale HR processes or initiatives (e.g., annual increases, incentive cycles, M&A integration, policy rollouts).

Requirements

• CCP (Certified Compensation Professional) or related HR/compensation certification.
• Demonstrated experience performing market pricing, job evaluation, pay range development, equity reviews, and compensation analysis.
• Experience advising leaders at all levels on compensation strategy, market competitiveness, job architecture, and pay program design.
• Experience supporting matrixed organizations with complex business structures, preferably in healthcare or highly regulated industries.
• Demonstrated ability to conduct scenario modeling and financial impact analysis for compensation decisions.
• Demonstrated strategic thinking skills with the ability to connect compensation decisions to organizational priorities and talent strategy, balancing short-term operational needs with long-term strategic goals.
• Experience leading change management, training, and communication efforts for compensation programs.

Benefits

We care about your well-being – mind, body, and spirit – which is why we provide our caregivers a generous benefits package that covers a wide range of programs to foster a sustainable culture of wellness that encompasses living healthy, happy, secure, connected, and engaged.

Learn more about our comprehensive benefits package here .