Vice President, Compensation

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, ca...