Sr. Compensation Analyst

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 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. Senior Compensation Analyst Position The Senior Compensation Analyst will serve in a program‑focused capacity within the Compensation team, helping advance multi‑year compensation initiatives from design to operation. Reporting to the Sr. Dir of Compensation, this role is intended for an experienced compensation professional who can combine compensation knowledge with project discipline, tool development, stakeholder coordination, and clear communication. In this assignment, the Senior Compensation Analyst will support major program workstreams such as job architecture implementation. The role will help compensation subject matter experts implement programs at scale by maintaining project trackers, organizing feedback and decisions, helping develop FAQs and practical guidance, and keeping next steps visible for HR partners and leaders. In practical terms, this work often looks like organizing the right conversations, slowing the discussion down enough to clarify the problem, identifying the next few decisions or deliverables, and helping the team move from a whiteboard conversation to a usable work product by a defined point in time. Successful performance requires strong planning and problem‑structuring skills, compensation judgment, writing and documentation skill, attention to implementation risk, comfort with ambiguity, and the ability to partner across Compensation and other stakeholders. This is a hands‑on planning, program execution and enablement role, not a general project management role. Direct patient care responsibilities are not included in this role. Responsibilities Essential Functions Business & Data Analysis Analyze internal and external compensation data to ensure market competitiveness. Leverage data analytics to identify compensation trends, gaps, and opportunities for improvement. Develop and maintain compensation dashboards, reporting tools, and scorecards to support decision‑making. Provide insights through advanced modeling, scenario analysis, and statistical techniques to forecast compensation costs and workforce trends. Project Management Lead compensation projects such as salary structure reviews, annual merit cycles, and incentive program evaluations from initiation to completion. Create project plans, set timelines, and manage cross‑functional teams to ensure project goals and deadlines are met. Ensure effective communication with all stakeholders throughout the project lifecycle. Consulting & Stakeholder Engagement Act as a consultant to HR partners and leadership, providing guidance on compensation strategies and policies. Conduct job evaluations, market pricing, and equal pay analyses to advise on salary decisions. Present findings and recommendations to senior management, supporting them in making informed compensation decisions. Process Improvement Continuously review and enhance compensation processes, policies, and systems to improve efficiency and effectiveness. Recommend and implement changes that streamline compensation workflows, ensuring best practices are applied. Partner with HRIS and HR teams to automate and optimize compensation‑related systems. Lead initiatives aimed at improving the employee experience through innovative compensation programs and processes. Ensure compliance with federal, state and local wage and hourly laws. Knowledge Transfer & Mentoring Share expertise and best practices with team members, fostering a culture of continuous learning and development within the compensation team. Mentor junior analysts and HR team members, providing guidance on compensation analysis, tools, and methodologies. Lead training sessions or workshops for HR business partners to enhance their understanding of compensation frameworks and systems. Document key compensation processes and policies to ensure knowledge continuity and scalability across the organization. Knowledge / Skills / Abilities Demonstrated potential ability to perform the essential functions as outlined above. Strong knowledge of compensation principles and practices, including salary structure design, job evaluation, incentive programs, and market analysis. Ability to handle highest level of confidential information. Ability to interact with all levels of management. Knowledge of federal, state and local wage and hour regulations and employment practices. Strong ability to interpret data, identify trends, and develop data‑driven solutions to compensation‑related issues. Experience in leading cross‑functional teams and managing large‑scale initiatives. Strong ability to communicate complex data and insights to non‑technical stakeholders. Demonstrated ability to identify process inefficiencies and develop improvement strategies. Demonstrated human relations and effective communication skills. Proven ability to mentor and train team members, sharing knowledge and building capabilities. Highly adaptable skills, comfortable working in a fast‑paced, dynamic environment with the ability to manage multiple priorities. Required Qualifications Bachelor's degree in Human Resources Management, Business Administration or a related field, or four years of professional compensation experience. Five years’ experience in Compensation or Human Resources. Preferred Qualifications Certified Compensation Professional (CCP). Working Conditions and Physical Demands Employee must be able to meet the following requirements with or without an accommodation. This is a sedentary position 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. #J-18808-Ljbffr University of Utah Health