Descripción de la oferta
COMPANY OVERVIEW PACS Group, Inc. is a holding company investing in post-acute healthcare facilities, professionals, and ancillary services. Founded in 2013, PACS Group is one of the largest post-acute platforms in the United States. Its independent subsidiaries operate 325 post-acute care facilities with 47,000 employees across 17 states serving over 31,000 patients daily. PACS business support division, PACS Services, provides technology and administrative support services — accounting, finance, human resources, compliance, payroll, AR/AP, legal, risk management, information technology, corporate communication, and other business advice and support — to their healthcare facilities, reducing administrative burdens so their leadership and care teams can focus on the care, well-being, and quality of life of their patients and residents. PACS is one of Utah's Best Companies to work for. It has also been recognized as one of Utah's Fastest Growing Companies for multiple years. JOB SUMMARY PACS is seeking a Vice President, Compensation to lead the enterprise Compensation Center of Excellence (COE) and build scalable compensation strategy, governance, tools, and processes for a high-growth, multi-state organization. This is the first dedicated compensation leadership role at PACS and will serve as the enterprise authority for compensation design and execution. This is a "build" role. The Vice President will architect and deploy enterprise job leveling and pay structures; lead annual compensation processes (merit, bonus, promotions, equity); design and govern base pay, incentive, bonus, and equity programs; and build a high-performing compensation team to support PACS' growth. This role serves as a trusted advisor to the CHRO on executive compensation matters by providing market insights, modeling, and recommendations. Operating in a publicly traded, governance-heavy environment, the Vice President will partner closely with Finance, Legal, Compliance, HRIS, and business leaders to ensure controls-minded execution, audit readiness, and disciplined process governance (including SOX-aware rigor), while enabling speed and scalability. KEY RESPONSIBILITIES Enterprise Compensation Strategy & Philosophy (Build + Scale) Establish and evolve PACS' enterprise compensation philosophy and strategy (pay positioning, mix, differentiation) aligned to business objectives, performance culture, affordability, and retention outcomes. Create clear compensation governance: decision rights, escalation paths, policy standards, documentation expectations, and consistent pay practices across geographies and business lines. Serve as the subject matter authority for compensation, enabling leaders and HR partners with clear guidance and tools. Enterprise Job Leveling, Job Architecture & Pay Structures (End-to-End Build) Design, implement, and maintain enterprise-wide job leveling and job architecture frameworks (job families, levels, career paths) that support internal equity, scalability, and career progression. Develop and govern compensation structures (bands/ranges), including market pricing strategy, job evaluation approach, and ongoing maintenance processes. Build a sustainable operating model for intake, evaluation, leveling, approvals, and updates—ensuring enterprise adoption and long-term consistency. Incentives, Bonus & Equity (STI/LTI) Programs Lead the design, administration, and continuous improvement of enterprise short-term incentive (STI), bonus, and long-term incentive (LTI)/equity programs aligned with business strategy and measurable outcomes. Own the operational execution and governance of equity processes (e.g., annual grant cycles, eligibility frameworks, cross-functional workflows, controls and documentation), ensuring accuracy, consistency, and compliance in a public-company environment. Partner with leadership to ensure incentive plans drive desired behaviors and measurable results; monitor plan effectiveness and recommend enhancements as business needs evolve. Executive Compensation Advisory Advise the CHRO on executive compensation matters, including market benchmarking, pay mix considerations, pay-for-performance alignment, retention risk, and scenario modeling. Develop executive-ready analytics and recommendations to support CHRO decision-making (with CHRO retaining direct ownership of Board/Comp Committee materials and accountability). Partner with Finance, Legal, and Compliance to ensure executive compensation inputs and processes align with governance expectations and disciplined documentation standards. Public Company Governance, Controls & Audit Readiness (SOX-Aware Rigor) Establish and run compensation governance, policies, and controls suited to a publicly traded, audit-ready environment—including process documentation, approvals, evidence retention, and change control for key compensation and equity cycles. Partner with Finance, Legal, Compliance, and internal/external audit stakeholders to ensure compensation programs and operational processes are designed and executed with strong internal controls awareness and risk mitigation. Oversee compensation compliance reporting and pay equity analytics; ensure adherence to applicable federal and state regulations and consistent standards of execution. Annual Compensation Cycles & Operational Excellence Lead enterprise annual compensation processes including merit increases, promotions, bonuses, and equity cycles—designing scalable calendars, guidelines, manager communications, and leader enablement. Ensure high-quality execution through clear process design, stakeholder alignment, testing/validation steps, and post-cycle retrospectives for continuous improvement. Create repeatable tools and templates that improve leader experience and decision quality while maintaining governance discipline. Analytics, Reporting & Decision Support Build an enterprise compensation analytics capability: market competitiveness, internal equity, pay distribution, budget modeling, incentive effectiveness, and workforce risk indicators. Translate complex compensation analyses into clear, actionable executive guidance and decision frameworks; develop dashboards and recurring reporting for senior leadership. COE Leadership: Build the Function and Team Stand up and lead the Compensation COE, defining the service model, operating rhythms, intake processes, SLAs, and standards that support scale. Hire, develop, and lead a high-performing compensation team with the right capabilities to support enterprise growth (e.g., job leveling/job architecture, equity/incentives, analytics, cycle operations). Build strong partnerships with HRBPs and business leaders to drive consistent adoption, elevate manager capability, and increase compensation decision quality. Systems, Tools & Vendor Strategy (Workday + Ecosystem) Own compensation process and tooling strategy, aligning Workday Compensation to support salary structures, incentive plans, and annual cycle execution. Establish and lead vendor strategy for survey participation, benchmarking tools, and compensation program vendors—selection, contracting, and ongoing relationship management—to deliver scalable, high-impact solutions. QUALIFICATIONS & EXPERIENCE REQUIRED 12+ years of progressive compensation experience with enterprise-level scope (multi-site/multi-state/complex operations), including leadership accountability for strategy and execution. Demonstrated success building and deploying enterprise job leveling/job architecture and pay structures end-to-end (design → governance → rollout → adoption → maintenance). "Maintained only" experience is not sufficient. Strong expertise in incentive and equity program design/administration and enterprise annual compensation cycles (merit/bonus/equity) at scale. Experience operating in a publicly traded or similarly governance-heavy environment with evidence of controls-minded execution (process documentation, approvals, audit readiness, disciplined change control; SOX-aware rigor). Proven COE leadership experience, including building and scaling a function and team; ability to serve as the enterprise compensation authority. Advanced analytical and modeling capability; ability to translate complex compensation data into executive-level recommendations. HRIS/compensation systems experience; Workday Compensation experience strongly preferred (or comparable enterprise platform expertise). Bachelor's degree in HR, Business, Finance, or related field. Join PACS: Elevate Healthcare with Us PACS is elevating healthcare by revolutionizing our approach to leadership and quality care. Guided by our core values of love, excellence, trust, accountability, mutual respect, and commitment , we strive to foster a culture of compassionate care within our teams and the communities we serve. As we grow rapidly, exciting opportunities await you to engage in impactful projects and contribute valuable insights to stakeholders nationwide. If you're ready to make a difference and embrace our mission of creating real change, we invite you to join us at PACS. Together, let's shape the future of healthcare Join Our Team and Thrive At PACS, we believe our employees are our greatest asset. That's why we offer an exceptional benefits package designed to enhance your well-being and support your lifestyle. Our Comprehensive Benefits Include Health Coverage: Enjoy medical, dental, and vision plans to keep you and your family healthy. PTO and Vacation: Benefit from generous paid time off and holidays to relax and recharge. Financial Wellness: Take advantage of Health Savings Accounts (HSA) and Flexible Spending Accounts (FSA) to manage your healthcare expenses effectively. Retirement Planning: Secure your future with our 401(k) plan, complete with company contributions to help you build your retirement savings. Support When You Need It: Our Employee Assistance Plan (EAP) provides confidential support for personal and professional challenges. Join us at PACS and take advantage of a workplace that truly values you We celebrate diversity and are committed to creating an inclusive environment for all employees. We welcome applicants of every race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, and any other protected characteristic. Employment decisions are based on qualifications, merit, and business needs.
