Description

This role is remote within Providence footprint with a preference for OR, WA, or CA.**

Calling all Esteemed Leaders! Are you a compensation and labor strategy leader who thrives at the intersection of workforce sustainability, financial stewardship, and organizational transformation? Do you bring the strategic insight, analytical rigor, and collaborative leadership needed to guide compensation decisions across complex, union and non‑union environments? If so, this Director, Compensation opportunity may be an excellent fit.

The Role:

The Director, Compensation provides division and line‑of‑business leadership for labor compensation strategy and consulting. This role serves as a strategic advisor to executive and senior leaders, as well as partners in HR, Finance, Legal, and Operations, on the compensation implications of organizational change, workforce planning, labor strategy, and financial constraints—shaping compensation philosophy, pay practices, and program design decisions.

The Director leads the development and execution of compensation and labor strategies that support workforce sustainability, organizational performance, and affordability. This includes balancing market competitiveness, internal equity, compliance requirements, and labor market dynamics across union and non‑union environments. The role anticipates emerging compensation trends, regulatory developments, and labor market pressures, translating insights into actionable strategies and scalable solutions.

This role is distinguished by primary responsibility for Providence’s labor compensation strategy within the assigned division, including leadership and oversight of labor relations, collective bargaining, and contract administration. The Director provides strategic and operational compensation leadership across all collective bargaining activities, ensuring alignment with organizational objectives, labor agreements, and regulatory requirements.

What You'll Do:

Strategic Leadership

• Serve as a strategic advisor to HR, Finance, Legal, and operational leaders on compensation implications of organizational change, workforce planning, and financial constraints.

• Partner with executive and senior leaders to influence compensation philosophy, labor pay practices, and program design decisions across ministries, states, divisions, and lines of business.

• Provide compensation leadership in support of enterprise labor strategy, ensuring alignment across union and non-union workforce models, labor market conditions, and organizational affordability.

• Anticipate emerging compensation trends, regulatory developments, and labor market dynamics, translating insights into actionable labor and compensation strategies.

Governance, Consulting & Partnership

• Build and sustain strong partnerships across divisions and shared services to align compensation solutions with business needs and operational realities.

• Establish and reinforce aligned practices, standards, and governance models that support enterprise labor strategies and market conditions.

• Guide HR partners and bargaining teams through complex compensation modeling, balancing market competitiveness, internal equity, budget constraints, and compliance requirements.

People Leadership & Operational Excellence

• Lead and develop the compensation team by setting standards for quality, responsiveness, governance, and client experience.

• Drive continuous improvement, scalability, and operational efficiency across compensation services.

• Foster strong cross functional collaboration and a high performing, virtual/hybrid team environment.

What You'll Bring:

Education

• Bachelor’s Degree in Health Administration, Finance, Economics, Business Management, or equivalent education/experience.

• Certified Compensation Professional (CCP) (preferred upon hire).

Leadership & Overall Experience

• 10+ years of experience in compensation, finance, regulatory, HR, project management, or consulting environments providing equivalent experience.

• 8+ years of leadership experience.

• Healthcare experience (preferred).

Analytical, Technical & Professional Capabilities

• Extremely strong analytical and quantitative skills with the ability to develop dynamic tools and models to interpret and analyze data.

• High proficiency in Excel and PowerPoint; familiarity with Oracle systems, SharePoint, and Microsoft Office products.

• Strong project management skills with the ability to manage multiple priorities simultaneously.

• Demonstrated creative problem solving and decision making skills in fast paced, change oriented environments.

• Excellent written and oral communication skills with the ability to present complex compensation concepts clearly and credibly.

Leadership & Interpersonal Skills

• Ability to work effectively with all levels of the organization.

• Ability to inspire, develop, and lead virtual and hybrid teams.

• Strong collaboration and team building skills.

• Ability to work independently, assume responsibility, and adapt quickly to change.

• Ability to lead and manage others while maintaining focus on outcomes and accountability.

Why Join Us?

• Shape labor compensation strategy: Lead enterprise labor compensation strategy across union and non‑union environments.

• Influence at scale: Partner with executive leadership to guide workforce and financial decisions across multiple divisions and regions.

• Balance equity and affordability: Drive compensation solutions that support sustainability, compliance, and competitiveness.

• Lead through complexity: Navigate regulatory, labor, and market dynamics with confidence and clarity.

• Serve a mission that matters: Support Providence St. Joseph Health’s mission through thoughtful, responsible workforce strategy.

Ready to Shape the Future of Healthcare?

If you are a strategic, analytically strong compensation leader ready to influence workforce sustainability and organizational performance at scale, we encourage you to explore this opportunity.

The full pay range is listed in accordance with applicable law. Final compensation will be determined based on qualifications, experience, organizational compensation alignment, and the approved hiring department budget for the position. This position may also be eligible for incentive compensation and benefits.

Salary Info

NorCal (Napa, Sonoma)

Min $104.11 Max $166.44

Southern California, NorCal (Humboldt)

Western Washington

Alaska (Kodiak, Seward, Valdez)

Min $92.79 Max $148.35

WA Puget Sound

Oregon (Portland)

Alaska (Anchorage)

Min $89.02 Max $142.32

Oregon (Hood River, Medford, Seaside)

Min $82.98 Max $132.67

Eastern Washington (Richland, Spokane, Walla Walla)

Min $79.21 Max $126.64

Montana

New Mexico

Min $71.67 Max $114.58

Texas

Min $67.90 Max $108.55

About Providence

At Providence, our strength lies in Our Promise of “Know me, care for me, ease my way.” Working at our family of organizations means that regardless of your role, we’ll walk alongside you in your career, supporting you so you can support others. We provide best-in-class benefits and we foster an inclusive workplace where diversity is valued, and everyone is essential, heard and respected. Together, our 120,000 caregivers (all employees) serve in over 50 hospitals, over 1,000 clinics and a full range of health and social services across Alaska, California, Montana, New Mexico, Oregon, Texas and Washington. As a comprehensive health care organization, we are serving more people, advancing best practices and continuing our more than 100-year tradition of serving the poor and vulnerable.

Posted are the minimum and the maximum wage rates on the wage range for this position. The successful candidate's placement on the wage range for this position will be determined based upon relevant job experience and other applicable factors. These amounts are the base pay range; additional compensation may be available for this role, such as shift differentials, standby/on-call, overtime, premiums, extra shift incentives, or bonus opportunities.

Providence offers a comprehensive benefits package including a retirement 401(k) Savings Plan with employer matching, health care benefits (medical, dental, vision), life insurance, disability insurance, time off benefits (paid parental leave, vacations, holidays, health issues), voluntary benefits, well-being resources and much more. Learn more at providence.jobs/benefits.

Applicants in the Unincorporated County of Los Angeles: Qualified applications with arrest or conviction records will be considered for employment in accordance with the Unincorporated Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.

Requsition ID: 425303
Company: Providence Jobs
Job Category: Compensation
Job Function: Human Resources
Job Schedule: Full time
Job Shift: Day
Career Track: Leadership
Department: 4002 SS HR COMP ADMIN
Address: CA Irvine 15480 Laguna Canyon Rd
Work Location: Providence System Offices Discovery Park-Irvine
Workplace Type: Remote
Pay Range: $SEE POSTING - $SEE POSTING
The amounts listed are the base pay range; additional compensation may be available for this role, such as shift differentials, standby/on-call, overtime, premiums, extra shift incentives, or bonus opportunities.

Reporting to the EVP, Chief Human Resources Officer, the VP HR Total Rewards is responsible for the strategic design, governance, and execution of the company’s global compensation, benefits, and rewards programs. Ensures Total Rewards programs are market‑competitive, compliant, scalable, and aligned with the company’s business strategy. Serves as a trusted advisor to the CEO, executive leadership team, and Board of Directors, balancing innovation, financial discipline, regulatory compliance, and employee experience to attract, motivate, and retain world‑class talent across the globe and in all functions. In partnership with the rest of the HR leadership team develops and drives the company’s overall HR strategic agenda, priorities, and projects, as well as leading the strategies and results in their specific areas of accountability.

Total Rewards Strategy & Leadership

• Architect and lead a comprehensive Total Rewards strategy integrating base pay, variable incentives, equity programs, benefits, and recognition, aligned with business objectives and long term value creation.

• Partner with executive leadership to align rewards philosophy with company culture, growth and investor expectations.

• Oversee the creation of policies and procedures to ensure the achievement of equitable and competitive employee compensation.

• Lead and develop a high performing global Total Rewards team, fostering a culture of accountability, innovation, and inclusion.

Compensation & Executive Rewards

• Lead the design, benchmarking, and administration of salary structures, short and long term incentive plans, and equity programs, including executive compensation.

• Serve as a primary advisor on CEO and executive compensation, supporting Human Capital & Compensation Committee governance, proxy disclosures (where applicable), and pay for performance alignment.

• Oversee annual compensation planning cycles, job architecture, and market pricing for all roles at UL Solutions.

Equity & Incentive Programs

• Design and govern equity based compensation programs (e.g., ESPP, PSUs, RSUs, long term incentives) critical to attracting and retaining technical talent.

• Partner with Legal, Finance, and external advisors to ensure equity programs comply with SEC, IRS, and applicable global regulations.

• Model compensation and equity scenarios to support hiring, retention, and organizational scaling decisions.

Benefits & Well Being Programs

• Lead the strategic design and administration of health, retirement, wellness, and leave programs that support a diverse, global workforce.

• Ensure benefits offerings are competitive and compliant with applicable regulations, including ERISA, ACA, COBRA, HIPAA, and global equivalents.

• Monitor and advise on emerging benefits trends relevant to UL Solutions employees.

Data, Analytics & Workforce Insights

• Leverage workforce analytics and market data to inform decisions related to pay equity, program ROI, budgeting, and talent retention.

• Partner closely with Finance on forecasting, cost modeling, and long term rewards sustainability.

Mergers, Acquisitions & Growth Enablement

• Lead Total Rewards due diligence and integration during M&A, licensing deals, and rapid organizational growth.

• Harmonize compensation, benefits, and equity programs across acquired entities while minimizing disruption and retention risk.

• Support organizational design and workforce scaling in alignment with pipeline and commercialization milestones.

HR Compliance & Employee Relations

• Manage a team that leads HR compliance and supports labor-related topics across the globe.

• Establish consistent regional frameworks for HR compliance, strengthen controls, and ensure HR processes and practices align with regulatory and procedural requirements across multiple jurisdictions.

• In partnership with HR leadership including COEs, Internal Audit, SOX, and Legal as needed, strengthen audit readiness, support consistent employee relations practices, and provide clear visibility into compliance and labor-related risk across the region.

• Manage the performance of direct reports by developing accountabilities, establishing performance objectives, providing career counseling, feedback and guidance and ensuring that all policies are understood and adhered to.

• Read and follow the Underwriters Laboratories Code of Conduct, and follow all physical and digital security practices

• Performs other duties as directed.

• University Degree (Equivalent to Bachelor’s degree) Master’s degree or MBA preferred

• Minimum of 15 years of progressive Total Rewards experience, including compensation and benefits, with 10+ years in a senior leadership role.

• Experience with employers of STEM talent highly desirable.

• Global public company experience required, including working in a matrix environment,

• Board and Compensation Committee experience

• M&A due diligence and integration, and corporate governance.

• Deep expertise in executive compensation, equity programs, and compensation governance.

• Knowledge of leading practices and external trends in compensation, benefits and HR technology systems

• Demonstrated track record and expertise in building, leading and managing a successful Total Rewards/Compensation and Benefits function, designing and developing total rewards strategies in a global company environment.

• Strong executive presence with the ability to influence senior business leaders and the Board.

• Expert knowledge of employment and benefits regulations, including ERISA, ACA, FMLA, COBRA, ADA, and applicable global laws.

• Experience with HRIS, AI and compensation tools; Oracle HCM experience preferred.

• Professional certifications such as CCP, CEP, CBP, CEBS, SPHR are a plus.

Total Rewards: We understand compensation is an important factor as you consider the next step in your career. The estimated salary range for this position is $260K - $380K and is based on multiple factors, including job-related knowledge/skills, experience, geographical location, as well as other factors. This position is eligible for annual bonus compensation with a target payout of 40% of base salary and a 50% RSU and PSU grant. This position also provides health benefits such as medical, dental and vision; wellness benefits such as mental and financial health; and retirement savings (401K) commensurate with the standard rewards offered in each individual location or country. We also provide full-time employees with paid time off including vacation (25 days), holiday including floating holidays (12 days) and sick time off (72 hours).

#LI-WM #LI-HYBRID

A global leader in applied safety science, UL Solutions (NYSE: ULS) transforms safety, security and sustainability challenges into opportunities for customers in more than 110 countries. UL Solutions delivers testing, inspection and certification services, together with software products and advisory offerings, that support our customers’ product innovation and business growth. The UL Mark serves as a recognized symbol of trust in our customers’ products and reflects an unwavering commitment to advancing our safety mission. We help our customers innovate, launch new products and services, navigate global markets and complex supply chains, and grow sustainably and responsibly into the future. Our science is your advantage.

UL LLC has been and will continue to be an equal opportunity employer. To assure full implementation of this equal employment policy, we will take steps to assure that:

Persons are recruited, hired, assigned and promoted without regard to race, color, age, sex or gender, sexual orientation, gender identity, gender expression, transgender status, religion, creed, national origin, ethnicity, citizenship, ancestry, disability, genetic information, military or veteran status, pregnancy, marital or familial status, or any other protected category under applicable law.

Company

Job Summary:

We are seeking a detail-oriented Compensation Analyst to join our People and Culture team. This position is responsible for providing analytical support and to administer the Bank's Total Rewards Programs. You will conduct analysis of, and assists in the design, implementation and administration of Total Rewards Programs, position descriptions, position evaluations, salary surveys, salary planning, performance management, base pay, variable pay and executive compensation.

It is anticipated that you will work onsite for this role. If you currently reside within the First District it is expected to stay located within the district unless otherwise approved by your management and HR management. 
 

Principal Accountabilities:

• Assists in the design, implementation and administration of existing and new total rewards programs (monetary & non-monetary) including base pay, variable pay and executive compensation.

• Assists in the development of position descriptions, conducts position analysis and evaluations.

• Participates in salary surveys, conducts analysis and makes recommendations relative to the market competitiveness of the Bank's total rewards programs.

• Administers salary planning (merit), performance management, base pay, variable pay and executive compensation programs.

• Interprets and make policy recommendations to ensure the Bank's compliance with local, state and federal regulatory authorities and the requirements of the Board of Governors.

• Researches, understands and consults with management and employees regarding the Bank's total rewards strategies, programs, policies, procedures and best practices in the market.

• Partners across the People & Culture department to provide guidance and support on compensation related matters.

• Perform other duties as assigned.

• This position is not required to directly supervise others.

Knowledge and Experience:

• Knowledge and experience normally acquired through, or equivalent to, the completion of a Bachelor's degree.

• A minimum of 3+ years of experience in the design, implementation and administration of total rewards programs.

• An understanding of the design, implementation and administration of total rewards practices and programs.

• Proficient with Microsoft Office applications, particularly Excel.

• Experience with HRIS, preferably Workday.

• Experience using market data surveys or market data repositories.

• Ability to handle sensitive and confidential information with discretion.

• An understanding of Bank policies, practices, local, state and federal regulations and Board of Governors' requirements.

Salary Range: $83,000-124,600 Annually

The Boston Fed believes in salary transparency. The final salary and offer will be determined by the applicant’s background, skills, internal equity, and alignment with market data. Whether you’re developing into the job or are a more seasoned candidate, we aim to pay competitively.
 

As a condition of employment, all Federal Reserve Bank of Boston employees must comply with the Bank's ethics rules, which generally prohibit employees, their spouses/domestic partners, and minor children from owning financial interests – such as stocks or bonds – from banks, savings associations, and systemically important financial institutions or their affiliates, such as bank holding companies or savings and loan holding companies. If you, your spouse or domestic partner, or your minor child own such assets and would be unwilling or unable to divest them if you were to accept a job offer, you should raise this issue with our recruitment team. Applicants should review the Bank's Employee Code of Conduct to ensure compliance with conflict of interest rules and personal investment restrictions.

All employees assigned to this position will be subject to FBI fingerprint/ criminal background and Patriot Act/ Office of Foreign Assets Control (OFAC) watch list checks at least once every five years. All candidates must undergo an enhanced background check and comply with all applicable information handling rules.

The above statements are intended to describe the general nature and level of work required of this position. They are not intended to be an exhaustive list of all duties, responsibilities or skills associated with this position or the personnel so classified. While this job description is intended to be an accurate reflection of this position, management reserves the right to revise this or any job description at its discretion at any time.

Full Time / Part Time

Regular / Temporary

Job Exempt (Yes / No)

Job Category

Work Shift

The Federal Reserve Banks are committed to equal employment opportunity for employees and job applicants in compliance with applicable law and to an environment where employees are valued for their differences.

Always verify and apply to jobs on Federal Reserve System Careers (https://rb.wd5.myworkdayjobs.com/FRS) or through verified Federal Reserve Bank social media channels.

Privacy Notice

Our mission is to create the Experience of a Lifetime for our employees, so they can, in turn, create the Experience of a Lifetime for our guests. We own and operate the most renowned destination resorts in the world as well as regional and local ski areas outside major cities, and connect them all through one unrivaled network. We are looking for ambitious leaders, innovators and creators to join our talented team. If you’re ready to pursue your fullest potential, we want to get to know you!

Candidates for year-round positions are reviewed on a rolling basis. Applications will be accepted up to 90 days after the posting date, or until the position is filled (whichever is first).

Job Summary:

The Vice President, Total Rewards drives the enterprise Total Rewards strategy and the associated product, process and experience design in service to the company mission - shaping solutions that enable Vail Resorts to attract, engage, and retain top talent. This leader ensures Total Rewards solutions are integrated, data‑driven, competitive, compliant, and aligned to business priorities across diverse employee groups and geographies. Drives operational excellence, governance, analytics, and continuous improvement across the Total Rewards portfolio through a combination of direct leadership, cross-functional partnerships, and enterprise HR capabilities. This role reports to the Vice President, Talent and Total Rewards, works closely with the CHRO, and is a key member of the HR senior leadership team. In partnership with the Vice President, Talent and Total Rewards and the rest of the HR senior leadership team, the Vice President, Total Rewards develops and drives the company’s overall HR strategic agenda, priorities, and projects, as well as leading the strategies and results in their specific areas of accountability, all in service to achieving the company mission and HR vision.

Job Specifications:

• Starting Wage: $230,000 - $275,000 + annual bonus + equity

• Employment Type: Year Round

• Shift Type: Full Time hours available

• Minimum Age: At least 18 years of age

• Housing Availability: No

Essential Job Responsibilities

Total Rewards Strategy

• Lead the Total Rewards Center of Excellence to set and drive a strategy that optimizes Vail Resorts’ portfolio of rewards in service to company objectives.

• Own the product, process, and experience design for compensation, benefits, well‑being, recognition, and executive rewards to deliver a differentiated, scalable employee experience.

• Monitor external trends and adapt programs to changing business priorities, including M&A due diligence and post‑deal integration.

• Apply best‑in‑class benchmarks and market intelligence; build data‑driven business cases and ROI assessments for recommendations.

• Shape compensation approaches that account for the complexity of Vail’s seasonal and international workforce, including H‑2B populations, prevailing wage requirements, attraction/retention premiums, and global or temporary assignment frameworks.

• Lead annual executive compensation process in partnership with legal and finance, and supports development of proxy reporting and related materials." Leads the enterprise benefits strategy with accountability for multi-year medical and wellbeing roadmaps, funding and cost-sharing philosophy, retirement programs (e.g., 401(k)) and employer contribution design, and strategic vendor governance to balance cost, risk, and teammate value.

Project Management & Operational Effectiveness:

• Continuously analyze and optimize the Total Rewards portfolio and delivery model

• (policies, processes, systems, vendors).

• Perform ongoing analyses and audits to assess program effectiveness; recommend portfolio enhancements and simplification.

• Create and update policies/processes as business or legislative changes require; ensure strong regulatory compliance (e.g., wage and hour law, ERISA, FMLA, ACA).

• Oversee forecasts, budgets, resources, and initiative performance, including benefits plan expense, employer taxes, workers’ compensation, and all direct/indirect compensation programs (401(k), equity, incentives).

• Manage a broad portfolio of vendor partners to deliver seamless, high‑quality employee experiences, including mental health providers in our communities.

Strategic Partnership & Advisory:

• Serve as strategic advisor and thought partner to senior leaders on Total Rewards matters, influencing decisions with clear recommendations and insights.

• Partner with the executive compensation advisor to the Compensation Committee to provide input to meeting materials, proxy statement, and related matters.

• Partner closely with Strategic Business HR, other COEs, and HR Service Delivery to integrate Total Rewards into the broader employee experience and talent agenda.

• Collaborate with Finance and Legal on planning, governance, controls, and risk management.

People Leadership:

• Further build and lead a team of high‑performing, high‑potential talent; set clear goals and drive accountability for results.

• Focus on talent management, engaging experiences, and rewarding career paths that result in high performance, engagement, and continuous leadership growth in line with Vail Resorts’ values, culture, talent philosophy, and employee value proposition.

Additional Responsibilities:

• Partner with global shared services and internal project talent pools to operationalize Total Rewards experience, product, and process design, ensuring consistent, efficient, and scalable delivery across the enterprise.

• Lead ongoing job architecture and leveling to ensure internal equity, external competitiveness, and career clarity.

• Advance pay equity analytics and action planning; establish governance and reporting cadence.

• Oversee communications strategy for Total Rewards to drive employee understanding and perceived value.

• Build reward analytics and dashboards to inform workforce decisions (e.g., incentive effectiveness, headcount, cost, utilization).

Requirements:

• Bachelor’s degree in business, human resources, or related field; advanced credential (e.g., CCP, SPHR) preferred.

• 15+ years of progressively responsible experience in compensation and benefits design and program management within complex organizations.

• Significant analytical, technical, tax, and regulatory expertise (e.g., wage and hour law, ERISA, FMLA, ACA).

• 5+ years leading senior‑level direct reports; proven ability to build, develop, and engage high‑performing teams.

• Proven success translating organizational objectives into Total Rewards strategies and executing at enterprise scale.

• Executive communication skills with the ability to influence CEO/Executive Committee and senior stakeholders.

• Vendor management discipline with clear metrics and performance management.

• Financial acumen to design, deliver, and measure effectiveness of compensation strategy, benefits plans, and departmental budgets.

• Workday experience preferred (or comparable HRIS/comp platforms)

The expected Total Compensation for this role is $230,000 - $275,000 + annual bonus + equity. Individual compensation decisions are based on a variety of factors.

Job Benefits

• Ski/Mountain Perks! Free passes for employees, employee discounted lift tickets for friends and family AND free ski lessons

• MORE employee discounts on lodging, food, gear, and mountain shuttles

• 401(k) Retirement Plan

• Employee Assistance Program

• Excellent training and professional development

Full Time roles are eligible for the above, plus:

• Health Insurance; Medical Insurance, Dental Insurance, and Vision Insurance plans (for eligible seasonal employees after working 500 hours)

• Free ski passes for dependents

• Critical Illness and Accident plans

Vail Resorts offers a ‘Hybrid’ work environment for Broomfield-based roles where employees must live within 50 miles of the Broomfield office and work on-site Tuesday, Wednesday, Thursday and have flexibility to work off-site on Mondays and Fridays.

Please note that the ability to work in person or off-site, and the particulars related to such work, are subject to change at any time; and, accordingly, the Company reserves the right to change its policies and/or require in-person/in-office work or off-site work at any time in its sole discretion.

In completing this application, and when submitting related documentation, applicants may redact information that identifies their age, date of birth, and/or dates of attendance at or graduation from an educational institution.

We follow all federal, state, and local laws including restrictions on child/minor labor. Minors hired into this position will not be asked or permitted to engage in any activities restricted to adult workers.

Vail Resorts is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability, protected veteran status or any other status protected by applicable law.

Requisition ID 513455

Reference Date: 02/16/2026

Job Code Function: Total Rewards

Description

This role is remote within Providence footprint with a preference for OR, WA, or CA.**

Calling all Esteemed Leaders! Are you a compensation and labor strategy leader who thrives at the intersection of workforce sustainability, financial stewardship, and organizational transformation? Do you bring the strategic insight, analytical rigor, and collaborative leadership needed to guide compensation decisions across complex, union and non‑union environments? If so, this Director, Compensation opportunity may be an excellent fit.

The Role:

The Director, Compensation provides division and line‑of‑business leadership for labor compensation strategy and consulting. This role serves as a strategic advisor to executive and senior leaders, as well as partners in HR, Finance, Legal, and Operations, on the compensation implications of organizational change, workforce planning, labor strategy, and financial constraints—shaping compensation philosophy, pay practices, and program design decisions.

The Director leads the development and execution of compensation and labor strategies that support workforce sustainability, organizational performance, and affordability. This includes balancing market competitiveness, internal equity, compliance requirements, and labor market dynamics across union and non‑union environments. The role anticipates emerging compensation trends, regulatory developments, and labor market pressures, translating insights into actionable strategies and scalable solutions.

This role is distinguished by primary responsibility for Providence’s labor compensation strategy within the assigned division, including leadership and oversight of labor relations, collective bargaining, and contract administration. The Director provides strategic and operational compensation leadership across all collective bargaining activities, ensuring alignment with organizational objectives, labor agreements, and regulatory requirements.

What You'll Do:

Strategic Leadership

• Serve as a strategic advisor to HR, Finance, Legal, and operational leaders on compensation implications of organizational change, workforce planning, and financial constraints.

• Partner with executive and senior leaders to influence compensation philosophy, labor pay practices, and program design decisions across ministries, states, divisions, and lines of business.

• Provide compensation leadership in support of enterprise labor strategy, ensuring alignment across union and non-union workforce models, labor market conditions, and organizational affordability.

• Anticipate emerging compensation trends, regulatory developments, and labor market dynamics, translating insights into actionable labor and compensation strategies.

Governance, Consulting & Partnership

• Build and sustain strong partnerships across divisions and shared services to align compensation solutions with business needs and operational realities.

• Establish and reinforce aligned practices, standards, and governance models that support enterprise labor strategies and market conditions.

• Guide HR partners and bargaining teams through complex compensation modeling, balancing market competitiveness, internal equity, budget constraints, and compliance requirements.

People Leadership & Operational Excellence

• Lead and develop the compensation team by setting standards for quality, responsiveness, governance, and client experience.

• Drive continuous improvement, scalability, and operational efficiency across compensation services.

• Foster strong cross functional collaboration and a high performing, virtual/hybrid team environment.

What You'll Bring:

Education

• Bachelor’s Degree in Health Administration, Finance, Economics, Business Management, or equivalent education/experience.

• Certified Compensation Professional (CCP) (preferred upon hire).

Leadership & Overall Experience

• 10+ years of experience in compensation, finance, regulatory, HR, project management, or consulting environments providing equivalent experience.

• 8+ years of leadership experience.

• Healthcare experience (preferred).

Analytical, Technical & Professional Capabilities

• Extremely strong analytical and quantitative skills with the ability to develop dynamic tools and models to interpret and analyze data.

• High proficiency in Excel and PowerPoint; familiarity with Oracle systems, SharePoint, and Microsoft Office products.

• Strong project management skills with the ability to manage multiple priorities simultaneously.

• Demonstrated creative problem solving and decision making skills in fast paced, change oriented environments.

• Excellent written and oral communication skills with the ability to present complex compensation concepts clearly and credibly.

Leadership & Interpersonal Skills

• Ability to work effectively with all levels of the organization.

• Ability to inspire, develop, and lead virtual and hybrid teams.

• Strong collaboration and team building skills.

• Ability to work independently, assume responsibility, and adapt quickly to change.

• Ability to lead and manage others while maintaining focus on outcomes and accountability.

Why Join Us?

• Shape labor compensation strategy: Lead enterprise labor compensation strategy across union and non‑union environments.

• Influence at scale: Partner with executive leadership to guide workforce and financial decisions across multiple divisions and regions.

• Balance equity and affordability: Drive compensation solutions that support sustainability, compliance, and competitiveness.

• Lead through complexity: Navigate regulatory, labor, and market dynamics with confidence and clarity.

• Serve a mission that matters: Support Providence St. Joseph Health’s mission through thoughtful, responsible workforce strategy.

Ready to Shape the Future of Healthcare?

If you are a strategic, analytically strong compensation leader ready to influence workforce sustainability and organizational performance at scale, we encourage you to explore this opportunity.

The full pay range is listed in accordance with applicable law. Final compensation will be determined based on qualifications, experience, organizational compensation alignment, and the approved hiring department budget for the position. This position may also be eligible for incentive compensation and benefits.

Salary Info

NorCal (Napa, Sonoma)

Min $104.11 Max $166.44

Southern California, NorCal (Humboldt)

Western Washington

Alaska (Kodiak, Seward, Valdez)

Min $92.79 Max $148.35

WA Puget Sound

Oregon (Portland)

Alaska (Anchorage)

Min $89.02 Max $142.32

Oregon (Hood River, Medford, Seaside)

Min $82.98 Max $132.67

Eastern Washington (Richland, Spokane, Walla Walla)

Min $79.21 Max $126.64

Montana

New Mexico

Min $71.67 Max $114.58

Texas

Min $67.90 Max $108.55

About Providence

At Providence, our strength lies in Our Promise of “Know me, care for me, ease my way.” Working at our family of organizations means that regardless of your role, we’ll walk alongside you in your career, supporting you so you can support others. We provide best-in-class benefits and we foster an inclusive workplace where diversity is valued, and everyone is essential, heard and respected. Together, our 120,000 caregivers (all employees) serve in over 50 hospitals, over 1,000 clinics and a full range of health and social services across Alaska, California, Montana, New Mexico, Oregon, Texas and Washington. As a comprehensive health care organization, we are serving more people, advancing best practices and continuing our more than 100-year tradition of serving the poor and vulnerable.

Posted are the minimum and the maximum wage rates on the wage range for this position. The successful candidate's placement on the wage range for this position will be determined based upon relevant job experience and other applicable factors. These amounts are the base pay range; additional compensation may be available for this role, such as shift differentials, standby/on-call, overtime, premiums, extra shift incentives, or bonus opportunities.

Providence offers a comprehensive benefits package including a retirement 401(k) Savings Plan with employer matching, health care benefits (medical, dental, vision), life insurance, disability insurance, time off benefits (paid parental leave, vacations, holidays, health issues), voluntary benefits, well-being resources and much more. Learn more at providence.jobs/benefits.

Applicants in the Unincorporated County of Los Angeles: Qualified applications with arrest or conviction records will be considered for employment in accordance with the Unincorporated Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.

Requsition ID: 425303
Company: Providence Jobs
Job Category: Compensation
Job Function: Human Resources
Job Schedule: Full time
Job Shift: Day
Career Track: Leadership
Department: 4002 SS HR COMP ADMIN
Address: CA Irvine 15480 Laguna Canyon Rd
Work Location: Providence System Offices Discovery Park-Irvine
Workplace Type: Remote
Pay Range: $SEE POSTING - $SEE POSTING
The amounts listed are the base pay range; additional compensation may be available for this role, such as shift differentials, standby/on-call, overtime, premiums, extra shift incentives, or bonus opportunities.

About the Role:

The Senior Manager, Compensation at The Walt Disney Studios is a strategic leader responsible for driving compensation strategies and initiatives for internal clients, including Lucasfilm, Lucasfilm Animation, Industrial Light and Magic (ILM), and Skywalker Sound. This role is pivotal in ensuring equitable and transparent pay practices, leading large-scale projects, and building strong relationships with business partners and leaders. Based in San Francisco, CA, this position requires some business travel and reports directly to the Director of Compensation and the VP, People and Culture - Lucasfilm.

Responsibilities:

As the Senior Manager, Compensation, you will play a critical role in applying compensation principles and philosophy to establish and maintain key compensation programs. Your expertise will guide strategic initiatives, ensuring competitive and fair pay practices. This role is essential for maintaining Disney's commitment to pay equity and transparency, and requires strong analytical, consultative, and leadership skills.

• Lead Compensation Partner for multiple client groups, managing client relationships independently.

• Provide expert compensation advice to People & Culture Business Partners, Talent Connection Partners, and senior business leaders.

• Drive strategic compensation initiatives with a commitment to pay equity and transparency.

• Evaluate market trends and compensation data to inform competitive pay practices.

• Champion changes in compensation philosophies and practices to support pay equity and transparency.

• Educate leaders and employees on Disney's pay programs and philosophies.

• Enhance compensation processes for efficiency, leveraging emerging technologies and AI.

• Manage the annual merit, bonus,and long-term incentive planning process and communication for assigned clients.

• Lead, mentor, and develop compensation team members.

• Define strategies, expectations, and priorities, empowering the team to pursue solutions.Provide continuous coaching and feedback, ensuring accountability and rewarding accomplishments.

Required Qualifications:

• Minimum of 8 years of progressively responsible experience in Compensation.

• People management experience.

• Bachelor's degree in HR, Business Administration, Finance, Economics, or similar discipline.

• Experience in global or international compensation.

• Advanced MS Excel skills.

• Proven ability to work with sensitive information and maintain confidentiality.

• Excellent consultative and relationship management skills.

• Proven ability to influence change in complex situations.

• Ability to effectively navigate a complex, multi-layered work environment, where strong partnership skills are essential.

• Strong problem-solving, analytical, and critical thinking skills.

• Excellent written and verbal communication and presentation skills.

• Ability to deliver difficult messages with professionalism and poise.

• Self-starter with the ability to act independently.

• Ability to position self as credible, proactive, and a trusted thought-partner.

Preferred Qualifications:

• Experience with HR systems (Workday).

• Experience working in a large, corporate, matrixed environment.

• MBA or master's degree in a business-related field.

The hiring range for this position in San Francisco, CA is $184,200.00 to $225,000.00 per year. The base pay actually offered will take into account internal equity and also may vary depending on the candidate’s geographic region, job-related knowledge, skills, and experience among other factors. A bonus and/or long-term incentive units may be provided as part of the compensation package, in addition to the full range of medical, financial, and/or other benefits, dependent on the level and position offered.

Job ID: 10147192

Location: San Francisco,California

Job Posting Company: Lucasfilm

The Walt Disney Company and its Affiliated Companies are Equal Employment Opportunity employers and welcome all job seekers including individuals with disabilities and veterans with disabilities. If you have a disability and believe you need a reasonable accommodation in order to search for a job opening or apply for a position, email Candidate.Accommodations@Disney.com with your request. This email address is not for general employment inquiries or correspondence. We will only respond to those requests that are related to the accessibility of the online application system due to a disability.

Reporting to the EVP, Chief Human Resources Officer, the VP HR Total Rewards is responsible for the strategic design, governance, and execution of the company’s global compensation, benefits, and rewards programs. Ensures Total Rewards programs are market‑competitive, compliant, scalable, and aligned with the company’s business strategy. Serves as a trusted advisor to the CEO, executive leadership team, and Board of Directors, balancing innovation, financial discipline, regulatory compliance, and employee experience to attract, motivate, and retain world‑class talent across the globe and in all functions. In partnership with the rest of the HR leadership team develops and drives the company’s overall HR strategic agenda, priorities, and projects, as well as leading the strategies and results in their specific areas of accountability.

Total Rewards Strategy & Leadership

• Architect and lead a comprehensive Total Rewards strategy integrating base pay, variable incentives, equity programs, benefits, and recognition, aligned with business objectives and long term value creation.

• Partner with executive leadership to align rewards philosophy with company culture, growth and investor expectations.

• Oversee the creation of policies and procedures to ensure the achievement of equitable and competitive employee compensation.

• Lead and develop a high performing global Total Rewards team, fostering a culture of accountability, innovation, and inclusion.

Compensation & Executive Rewards

• Lead the design, benchmarking, and administration of salary structures, short and long term incentive plans, and equity programs, including executive compensation.

• Serve as a primary advisor on CEO and executive compensation, supporting Human Capital & Compensation Committee governance, proxy disclosures (where applicable), and pay for performance alignment.

• Oversee annual compensation planning cycles, job architecture, and market pricing for all roles at UL Solutions.

Equity & Incentive Programs

• Design and govern equity based compensation programs (e.g., ESPP, PSUs, RSUs, long term incentives) critical to attracting and retaining technical talent.

• Partner with Legal, Finance, and external advisors to ensure equity programs comply with SEC, IRS, and applicable global regulations.

• Model compensation and equity scenarios to support hiring, retention, and organizational scaling decisions.

Benefits & Well Being Programs

• Lead the strategic design and administration of health, retirement, wellness, and leave programs that support a diverse, global workforce.

• Ensure benefits offerings are competitive and compliant with applicable regulations, including ERISA, ACA, COBRA, HIPAA, and global equivalents.

• Monitor and advise on emerging benefits trends relevant to UL Solutions employees.

Data, Analytics & Workforce Insights

• Leverage workforce analytics and market data to inform decisions related to pay equity, program ROI, budgeting, and talent retention.

• Partner closely with Finance on forecasting, cost modeling, and long term rewards sustainability.

Mergers, Acquisitions & Growth Enablement

• Lead Total Rewards due diligence and integration during M&A, licensing deals, and rapid organizational growth.

• Harmonize compensation, benefits, and equity programs across acquired entities while minimizing disruption and retention risk.

• Support organizational design and workforce scaling in alignment with pipeline and commercialization milestones.

HR Compliance & Employee Relations

• Manage a team that leads HR compliance and supports labor-related topics across the globe.

• Establish consistent regional frameworks for HR compliance, strengthen controls, and ensure HR processes and practices align with regulatory and procedural requirements across multiple jurisdictions.

• In partnership with HR leadership including COEs, Internal Audit, SOX, and Legal as needed, strengthen audit readiness, support consistent employee relations practices, and provide clear visibility into compliance and labor-related risk across the region.

• Manage the performance of direct reports by developing accountabilities, establishing performance objectives, providing career counseling, feedback and guidance and ensuring that all policies are understood and adhered to.

• Read and follow the Underwriters Laboratories Code of Conduct, and follow all physical and digital security practices

• Performs other duties as directed.

• University Degree (Equivalent to Bachelor’s degree) Master’s degree or MBA preferred

• Minimum of 15 years of progressive Total Rewards experience, including compensation and benefits, with 10+ years in a senior leadership role.

• Experience with employers of STEM talent highly desirable.

• Global public company experience required, including working in a matrix environment,

• Board and Compensation Committee experience

• M&A due diligence and integration, and corporate governance.

• Deep expertise in executive compensation, equity programs, and compensation governance.

• Knowledge of leading practices and external trends in compensation, benefits and HR technology systems

• Demonstrated track record and expertise in building, leading and managing a successful Total Rewards/Compensation and Benefits function, designing and developing total rewards strategies in a global company environment.

• Strong executive presence with the ability to influence senior business leaders and the Board.

• Expert knowledge of employment and benefits regulations, including ERISA, ACA, FMLA, COBRA, ADA, and applicable global laws.

• Experience with HRIS, AI and compensation tools; Oracle HCM experience preferred.

• Professional certifications such as CCP, CEP, CBP, CEBS, SPHR are a plus.

Total Rewards: We understand compensation is an important factor as you consider the next step in your career. The estimated salary range for this position is $260K - $380K and is based on multiple factors, including job-related knowledge/skills, experience, geographical location, as well as other factors. This position is eligible for annual bonus compensation with a target payout of 40% of base salary and a 50% RSU and PSU grant. This position also provides health benefits such as medical, dental and vision; wellness benefits such as mental and financial health; and retirement savings (401K) commensurate with the standard rewards offered in each individual location or country. We also provide full-time employees with paid time off including vacation (25 days), holiday including floating holidays (12 days) and sick time off (72 hours).

#LI-WM #LI-HYBRID

A global leader in applied safety science, UL Solutions (NYSE: ULS) transforms safety, security and sustainability challenges into opportunities for customers in more than 110 countries. UL Solutions delivers testing, inspection and certification services, together with software products and advisory offerings, that support our customers’ product innovation and business growth. The UL Mark serves as a recognized symbol of trust in our customers’ products and reflects an unwavering commitment to advancing our safety mission. We help our customers innovate, launch new products and services, navigate global markets and complex supply chains, and grow sustainably and responsibly into the future. Our science is your advantage.

UL LLC has been and will continue to be an equal opportunity employer. To assure full implementation of this equal employment policy, we will take steps to assure that:

Persons are recruited, hired, assigned and promoted without regard to race, color, age, sex or gender, sexual orientation, gender identity, gender expression, transgender status, religion, creed, national origin, ethnicity, citizenship, ancestry, disability, genetic information, military or veteran status, pregnancy, marital or familial status, or any other protected category under applicable law.

The Director – HR Legal (Compensation and Benefits) is a senior legal advisor within Citi’s Employment Legal team responsible for providing strategic guidance on U.S. health and welfare plans, tax-qualified retirement plans, executive compensation programs, ERISA fiduciary rules, and broader compensation and benefits matters across Citi. The role supports HR, business leaders, and control partners by delivering expert legal advice in a complex, highly regulated environment.

The position is part of a collaborative team of highly experienced lawyers providing enterprise-wide legal support on ERISA, executive compensation and benefits issues. The candidate should have specific experience in health and welfare issues, and a broad interest in compensation in a global environment, including equity compensation, benefits and employment issues, and the fiduciary responsibility rules of ERISA. The candidate should be comfortable with regular direct interaction with human resources teams, compliance, risk and finance executives and tax practitioners.

This role has authority to negotiate and make independent decisions on issues / activities that have critical impact or influence on the company. This role is not a manager.

Key Responsibilities:

• Advise on all legal aspects of Citi’s U.S. health and welfare plans, tax‑qualified retirement plans, incentive and executive compensation programs, and other employee benefit arrangements.

• Interpret and apply ERISA (including fiduciary rules), the tax code, and related regulations to Citi’s compensation, benefits, and pension‑asset‑related business activities.

• Support and advise HR teams on plan design, administration, plan governance, disclosures and compliance with employment‑adjacent laws.

• Partner with business units—including institutional broker/dealer, wealth management, and corporate banking—on transactions and activities involving pension assets.

• Advise on legal developments, regulatory examinations, and the impact of emerging rules on compensation and benefits programs.

• Collaborate closely with Risk, Compliance, Internal Audit, and Employment Law teams to ensure coordinated management of legal, regulatory, and reputational risk.

• Manage complex issues by providing strategic recommendations, negotiating with stakeholders, and engaging with external counsel where appropriate.

• Participate in M&A-related benefits and compensation workstreams, including due diligence and integration matters.

• Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firm's reputation and safeguarding Citigroup, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency, as well as effectively supervise the activity of others and create accountability with those who fail to maintain these standards

Qualifications:

• 7-10+ years of relevant experience in compensation, benefits, and ERISA matters, with in‑house financial services experience preferred.

• Deep knowledge of laws and regulations governing health and welfare benefits, executive compensation, retirement plans, and ERISA fiduciary requirements.

• Strong leadership, analytical, advisory, communication, and relationship‑management skills, with proven ability to handle complex assignments in a fast‑paced environment.

• Experience working with regulators and managing regulatory interactions is a plus.

Education:

• Juris Doctor (JD) or equivalent law degree and bar admission in good standing.

Job Family Group:

Legal

Job Family:

Legal - Enterprise

Time Type:

Full time

Primary Location:

New York New York United States

Primary Location Full Time Salary Range:

$170,000.00 - $300,000.00

In addition to salary, Citi’s offerings may also include, for eligible employees, discretionary and formulaic incentive and retention awards. Citi offers competitive employee benefits, including: medical, dental & vision coverage; 401(k); life, accident, and disability insurance; and wellness programs. Citi also offers paid time off packages, including planned time off (vacation), unplanned time off (sick leave), and paid holidays. For additional information regarding Citi employee benefits, please visit citibenefits.com. Available offerings may vary by jurisdiction, job level, and date of hire.

Most Relevant Skills

Please see the requirements listed above.

Other Relevant Skills

For complementary skills, please see above and/or contact the recruiter.

Anticipated Posting Close Date:

Apr 09, 2026

Citi is an equal opportunity employer, and qualified candidates will receive consideration without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other characteristic protected by law.

If you are a person with a disability and need a reasonable accommodation to use our search tools and/or apply for a career opportunity review Accessibility at Citi (https://www.citigroup.com/citi/accessibility/application-accessibility.htm) .

View Citi’s EEO Policy Statement (https://www.citigroup.com/global/eeo-aa-policy) and the Know Your Rights (https://www.eeoc.gov/sites/default/files/2023-06/22-088_EEOC_KnowYourRights6.12ScreenRdr.pdf) poster.

Citi is an equal opportunity and affirmative action employer.

Minority/Female/Veteran/Individuals with Disabilities/Sexual Orientation/Gender Identity.

Job Profile:

Job Family:

Time Type:

Max Pay – Depends on experience:

Apply before 11:59 PM Arizona time the day before the posted End Date.

Minimum Qualifications:

Job Description:

The Compensation Analyst, Senior supports the W. P. Carey School of Business Human Resources function by serving as a subject-matter expert in staff and student job architecture, classification, and compensation analysis for a complex academic unit supporting over 900 staff and student employees. This position plays a critical role in building, refining, and institutionalizing ASU’s job architecture framework within W. P. Carey, where consistent and fully developed job classification practices are still emerging.

In the first year, the role will be primarily focused on developing and operationalizing W. P. Carey’s job architecture, including analyzing and revising job descriptions, mapping positions to ASU job profiles, and establishing consistent classification practices under the guidance of the W. P. Carey Director of Human Resources. The position requires applying professional judgment to translate ASU’s framework into a practical, defensible structure that reflects the operational realities of a large diverse business school.

As foundational work is established, the role will evolve to support ongoing classification, compensation analysis, and broader HR operational needs, including compensation reporting, equity and compression analyses, and process improvement initiatives. The position also contributes to the development of scalable processes and tools, including the thoughtful application of AI-enabled solutions to enhance job description quality and classification consistency.

Through this work, the Senior Compensation Analyst helps ensure WPC’s staff and student job architecture remains equitable, scalable, and sustainable, while operating within established governance and approval structures.

Position Salary Range: $60,000 - $71,040

Essential Duties:

Job Architecture Management (50%):

• Develop, maintain, and document a WPC-specific staff job architecture map, under director-level review. Independently map existing and new positions to appropriate ASU job profiles and levels using established job evaluation methodologies.

• Analyze, revise, and standardize staff and student job descriptions to ensure clarity, consistency, and alignment with ASU’s job architecture framework.

• Partner with hiring managers and HR colleagues to clarify role scope, responsibilities, and position intent to support accurate and consistent role classification across the school

• Provide expert guidance and recommendations related to role right-sizing and title alignment, escalating complex or sensitive cases as appropriate.

Reporting & Analytics (20%):

• Conduct internal compensation analyses, including equity and compression reviews, using ASU systems and provided labor market data.

• Develop and maintain recurring classification and compensation reports to support HR processes such as promotions, merit cycles, and position reviews.

• Analyze trends and patterns in classification and compensation data to support informed decision-making and continuous improvement.

• Prepare clear, data-informed summaries and recommendations for HR leadership and senior stakeholders

Operational & Process Development (15%):

• Design, document, and maintain operational processes and standards supporting job classification and job description management across WPC.

• Improve job description intake, review, and maintenance workflows in Workday to support accuracy, consistency, and scalability.

• Partner with Technology Services and Operations (TSO) to identify, pilot, and recommend AI-enabled tools that improve efficiency and consistency in job description drafting and classification, ensuring appropriate controls, data stewardship, and alignment with institutional guidelines.

• Develop practical guidance, templates, and training resources to support consistent adoption of classification processes by hiring managers and HR colleagues.

Talent Acquisition & Recruitment (10%):

• Partner with hiring managers to support recruitment processes, ensuring alignment between job postings, classification, and approved job architecture.

• Process and post job descriptions in Workday, ensuring accuracy, consistency, and appropriate classification prior to recruitment.

• Support recruitment operations such as coordinating requisitions, facilitating candidate review processes, and assisting with hiring workflows.

• Collaborate with HR team members to ensure recruitment activities align with established compensation, classification, and organizational guidelines.

Other (5%):

• Attend relevant trainings and professional development activities to maintain current knowledge of compensation, classification, and job architecture practices.

• Deliver trainings and workshops to promote compensation-related skills development across management levels in the school.

• Other duties as assigned

Desired Qualifications:

• 2+ years’ higher education classification and compensation experience, with a strong preference for large, complex public institutions; equivalent experience in public sector roles may be considered.

• Prior experience supporting or contributing to the implementation of a formal job architecture framework, especially during early adoption or transition periods.

• Experience working with staff and/or student employment classifications.

• 2+ years’ experience with talent acquisition, recruitment, or similar HR specialty, preferably in higher education.

• Familiarity with ASU systems, practices, or governance structures related to HR, classification, or compensation.

• Prior exposure to AI-enabled or automation tools used in HR or operational process improvement.

• SHRM-CP or SHRM-SCP (or equivalent) highly preferred.

• Experience consulting with senior leaders on role design, classification and/or compensation-related topics.

Working Environment:

• Work is primarily performed in an indoor office environment.

Flexible Work Arrangement:

• This position is eligible for a hybrid work arrangement. Employees are expected to work on-site at their primary ASU work location for a minimum of 60% of their regular workweek. Remote work may be performed for the remainder, based on business needs. Hybrid arrangements are subject to approval at the dean or vice president level.

Department Statement:

The W. P. Carey School of Business at Arizona State University is the largest business school in the United States with more than 23,000 students and 120,000+ alumni worldwide. From our world-renowned faculty representing six continents to thousands of outstanding students who join us every year, the W. P. Carey School welcomes Inclusive Excellence and encourages global thinking. The W. P. Carey School is internationally recognized for its leadership in business education, groundbreaking research and innovation, and renowned faculty, making us one of the top-ranked business schools in the country.

W. P. Carey prides itself on being a place “where business is personal.” Business is personal means that kindness, courtesy, and respect lead our actions. We care for each other and support one another. We’re proud of that commitment, and look forward to it shaping your experience at W. P. Carey. Learn more at wpcarey.asu.edu.

All we do at ASU is guided and inspired by the University Charter, which reads:

ASU is a comprehensive public research university, measured not by whom it excludes, but by whom it includes and how they succeed; advancing research and discovery of public value; and assuming fundamental responsibility for the economic, social, cultural and overall health of the communities it serves.

The W. P. Carey School of Business continually strives to foster a welcoming and inclusive environment.

Driving Requirement:

Location:

Funding:

Instructions to Apply:

Current employees, student workers seeking staff opportunities, and students applying for student worker positions must apply directly through the Workday Jobs Hub.

Please use the link below to log in using single sign-on.

To be considered, your application must include all of the following attachments:

• Cover letter

• Resume or CV

Multiple documents may be uploaded in the attachments section. Alternatively, applicants may combine all required materials into a single PDF for submission. Please ensure uploaded documents are clearly labeled and include your name.

Please ensure your resume includes all employment information in month and year format, for example 6/04 to 8/14, along with job title, job duties, and employer name for each position. Your resume should clearly demonstrate how your experience and background meet the minimum and desired qualifications for this position. Incomplete applications or missing required materials may not be considered.

Important: Do not withdraw your application to make edits. Once an application is withdrawn, it cannot be edited, reactivated, or replaced with a new submission. If you have questions or need assistance, please contact The Office of Human Resources Talent Acquisition before the posting close date.

Graduate Assistant, Intern and part-time positions are counted as half time for experience equivalency, meaning one year equals six months of experience.

Only electronic applications will be accepted for this position. By submitting an application, you confirm that the information provided is accurate and complete.

ASU Statement:

Arizona State University is a new model for American higher education, an unprecedented combination of academic excellence, entrepreneurial energy and broad access. This New American University is a single, unified institution comprising four differentiated campuses positively impacting the economic, social, cultural and environmental health of the communities it serves. Its research is inspired by real world application blurring the boundaries that traditionally separate academic disciplines. ASU serves more than 100,000 students in metropolitan Phoenix, Arizona, the nation's fifth largest city. ASU champions inclusive excellence, and welcomes students from all fifty states and more than one hundred nations across the globe.

ASU is a tobacco-free university. For details visit https://wellness.asu.edu/explore-wellness/body/alcohol-and-drugs/tobacco

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, or any other basis protected by law.

Notice of Availability of the ASU Annual Security and Fire Safety Report:

In compliance with federal law, ASU prepares an annual report on campus security and fire safety programs and resources. ASU’s Annual Security and Fire Safety Report is available online at https://www.asu.edu/police/PDFs/ASU-Clery-Report.pdf. You may request a hard copy of the report by contacting the ASU Police Department at 480-965-3456.

Relocation Assistance – For information about schools, housing child resources, neighborhoods, hospitals, community events, and taxes, visit https://cfo.asu.edu/az-resources.

Employment Verification Statement:

ASU conducts pre-employment screening which may include verification of work history, academic credentials, licenses, and certifications.

Background Check Statement:

ASU conducts pre-employment screening for all positions which includes a criminal background check, verification of work history, academic credentials, licenses, and certifications. Employment is contingent upon successful passing of the background check.

Fingerprint Check Statement:

Description

This role is remote within Providence footprint with a preference for OR, WA, or CA.**

Calling all Esteemed Leaders! Are you a compensation and labor strategy leader who thrives at the intersection of workforce sustainability, financial stewardship, and organizational transformation? Do you bring the strategic insight, analytical rigor, and collaborative leadership needed to guide compensation decisions across complex, union and non‑union environments? If so, this Director, Compensation opportunity may be an excellent fit.

The Role:

The Director, Compensation provides division and line‑of‑business leadership for labor compensation strategy and consulting. This role serves as a strategic advisor to executive and senior leaders, as well as partners in HR, Finance, Legal, and Operations, on the compensation implications of organizational change, workforce planning, labor strategy, and financial constraints—shaping compensation philosophy, pay practices, and program design decisions.

The Director leads the development and execution of compensation and labor strategies that support workforce sustainability, organizational performance, and affordability. This includes balancing market competitiveness, internal equity, compliance requirements, and labor market dynamics across union and non‑union environments. The role anticipates emerging compensation trends, regulatory developments, and labor market pressures, translating insights into actionable strategies and scalable solutions.

This role is distinguished by primary responsibility for Providence’s labor compensation strategy within the assigned division, including leadership and oversight of labor relations, collective bargaining, and contract administration. The Director provides strategic and operational compensation leadership across all collective bargaining activities, ensuring alignment with organizational objectives, labor agreements, and regulatory requirements.

What You'll Do:

Strategic Leadership

• Serve as a strategic advisor to HR, Finance, Legal, and operational leaders on compensation implications of organizational change, workforce planning, and financial constraints.

• Partner with executive and senior leaders to influence compensation philosophy, labor pay practices, and program design decisions across ministries, states, divisions, and lines of business.

• Provide compensation leadership in support of enterprise labor strategy, ensuring alignment across union and non-union workforce models, labor market conditions, and organizational affordability.

• Anticipate emerging compensation trends, regulatory developments, and labor market dynamics, translating insights into actionable labor and compensation strategies.

Governance, Consulting & Partnership

• Build and sustain strong partnerships across divisions and shared services to align compensation solutions with business needs and operational realities.

• Establish and reinforce aligned practices, standards, and governance models that support enterprise labor strategies and market conditions.

• Guide HR partners and bargaining teams through complex compensation modeling, balancing market competitiveness, internal equity, budget constraints, and compliance requirements.

People Leadership & Operational Excellence

• Lead and develop the compensation team by setting standards for quality, responsiveness, governance, and client experience.

• Drive continuous improvement, scalability, and operational efficiency across compensation services.

• Foster strong cross functional collaboration and a high performing, virtual/hybrid team environment.

What You'll Bring:

Education

• Bachelor’s Degree in Health Administration, Finance, Economics, Business Management, or equivalent education/experience.

• Certified Compensation Professional (CCP) (preferred upon hire).

Leadership & Overall Experience

• 10+ years of experience in compensation, finance, regulatory, HR, project management, or consulting environments providing equivalent experience.

• 8+ years of leadership experience.

• Healthcare experience (preferred).

Analytical, Technical & Professional Capabilities

• Extremely strong analytical and quantitative skills with the ability to develop dynamic tools and models to interpret and analyze data.

• High proficiency in Excel and PowerPoint; familiarity with Oracle systems, SharePoint, and Microsoft Office products.

• Strong project management skills with the ability to manage multiple priorities simultaneously.

• Demonstrated creative problem solving and decision making skills in fast paced, change oriented environments.

• Excellent written and oral communication skills with the ability to present complex compensation concepts clearly and credibly.

Leadership & Interpersonal Skills

• Ability to work effectively with all levels of the organization.

• Ability to inspire, develop, and lead virtual and hybrid teams.

• Strong collaboration and team building skills.

• Ability to work independently, assume responsibility, and adapt quickly to change.

• Ability to lead and manage others while maintaining focus on outcomes and accountability.

Why Join Us?

• Shape labor compensation strategy: Lead enterprise labor compensation strategy across union and non‑union environments.

• Influence at scale: Partner with executive leadership to guide workforce and financial decisions across multiple divisions and regions.

• Balance equity and affordability: Drive compensation solutions that support sustainability, compliance, and competitiveness.

• Lead through complexity: Navigate regulatory, labor, and market dynamics with confidence and clarity.

• Serve a mission that matters: Support Providence St. Joseph Health’s mission through thoughtful, responsible workforce strategy.

Ready to Shape the Future of Healthcare?

If you are a strategic, analytically strong compensation leader ready to influence workforce sustainability and organizational performance at scale, we encourage you to explore this opportunity.

The full pay range is listed in accordance with applicable law. Final compensation will be determined based on qualifications, experience, organizational compensation alignment, and the approved hiring department budget for the position. This position may also be eligible for incentive compensation and benefits.

Salary Info

NorCal (Napa, Sonoma)

Min $104.11 Max $166.44

Southern California, NorCal (Humboldt)

Western Washington

Alaska (Kodiak, Seward, Valdez)

Min $92.79 Max $148.35

WA Puget Sound

Oregon (Portland)

Alaska (Anchorage)

Min $89.02 Max $142.32

Oregon (Hood River, Medford, Seaside)

Min $82.98 Max $132.67

Eastern Washington (Richland, Spokane, Walla Walla)

Min $79.21 Max $126.64

Montana

New Mexico

Min $71.67 Max $114.58

Texas

Min $67.90 Max $108.55

About Providence

At Providence, our strength lies in Our Promise of “Know me, care for me, ease my way.” Working at our family of organizations means that regardless of your role, we’ll walk alongside you in your career, supporting you so you can support others. We provide best-in-class benefits and we foster an inclusive workplace where diversity is valued, and everyone is essential, heard and respected. Together, our 120,000 caregivers (all employees) serve in over 50 hospitals, over 1,000 clinics and a full range of health and social services across Alaska, California, Montana, New Mexico, Oregon, Texas and Washington. As a comprehensive health care organization, we are serving more people, advancing best practices and continuing our more than 100-year tradition of serving the poor and vulnerable.

Posted are the minimum and the maximum wage rates on the wage range for this position. The successful candidate's placement on the wage range for this position will be determined based upon relevant job experience and other applicable factors. These amounts are the base pay range; additional compensation may be available for this role, such as shift differentials, standby/on-call, overtime, premiums, extra shift incentives, or bonus opportunities.

Providence offers a comprehensive benefits package including a retirement 401(k) Savings Plan with employer matching, health care benefits (medical, dental, vision), life insurance, disability insurance, time off benefits (paid parental leave, vacations, holidays, health issues), voluntary benefits, well-being resources and much more. Learn more at providence.jobs/benefits.

Applicants in the Unincorporated County of Los Angeles: Qualified applications with arrest or conviction records will be considered for employment in accordance with the Unincorporated Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.

Requsition ID: 425303
Company: Providence Jobs
Job Category: Compensation
Job Function: Human Resources
Job Schedule: Full time
Job Shift: Day
Career Track: Leadership
Department: 4002 SS HR COMP ADMIN
Address: CA Irvine 15480 Laguna Canyon Rd
Work Location: Providence System Offices Discovery Park-Irvine
Workplace Type: Remote
Pay Range: $SEE POSTING - $SEE POSTING
The amounts listed are the base pay range; additional compensation may be available for this role, such as shift differentials, standby/on-call, overtime, premiums, extra shift incentives, or bonus opportunities.