Manager, Compensation

PACS

8d•Onsite

About The Position

The Manager, Compensation is a working, hands-on role responsible for building and sustaining the compensation infrastructure supporting approximately 49,000 employees across 326+ facilities in 18 states. The Manager personally executes the analytical work — job architecture mapping, market pricing, range design. This role is the operational backbone of a compensation function still being built. The successful candidate will be comfortable working without established infrastructure, building it as they go. PACS is building the Total Rewards function in phases. This role is scoped as an individual contributor at hire and is expected to add direct reports as analyst capacity is approved, offering a path to lead the compensation team as the function matures.

Requirements

Bachelor's degree in Human Resources, Business, Finance, Economics, or a related field, or equivalent experience.
Five or more years of progressive compensation experience, including direct ownership of market pricing and salary structure work.
Demonstrated experience executing job architecture or job evaluation work at scale.
Advanced Excel skills, including large-dataset manipulation, lookup and match functions, and modeling.
Working knowledge of FLSA exemption tests and applicable federal and state wage and hour requirements.
Experience with published compensation surveys and survey submission processes.
Ability to explain technical compensation concepts to non-technical operators and leaders.

Nice To Haves

Workday Compensation and Advanced Compensation configuration or administration experience.
Compensation experience in healthcare, senior living, post-acute care, or another multi-site, high-volume hourly environment.
Experience supporting a multi-state organization with geographic pay differentials.
CCP (Certified Compensation Professional) designation or active progress toward it.
Experience in a company that has grown through acquisition.

Responsibilities

Execute employee-to-profile mapping across the enterprise job architecture, maintain job profile documentation, and administer job codes and structures in Workday.
Build and maintain market-anchored salary structures. Develop and recommend range design methodology, geographic differentials, and annual range movement for approval by the Vice President, Total Rewards.
Price new and existing roles against published survey sources. Manage survey participation and submissions, and maintain the market data library and match documentation.
Support the annual merit and bonus cycle end to end, including planning tools, manager guidance, modeling, and post-cycle analysis.
Prepare and document FLSA exemption analyses and recommend classification determinations, which are made by the Vice President, Total Rewards with Legal. Maintain the classification record.
Run periodic pay equity analyses and support remediation planning, at the direction of the Vice President, Total Rewards and under Legal privilege where applicable.
Serve as the compensation point of contact for facility and regional leaders. Translate structures into guidance that operators can apply at the site level.
Support compensation harmonization for acquired facilities, including mapping acquired roles into the PACS architecture and identifying pay disparities.
Prepare analyses and materials supporting compensation decisions made by HR leadership and executive management.