Manager, Compensation

The Manager, Compensation is a working, hands-on role responsible for building and sustaining the compensation infrastructure supporting approximately 49,000 employees across 326+ facilities in 18 states.

The Manager personally executes the analytical work — job architecture mapping, market pricing, range design.

This role is the operational backbone of a compensation function still being built.

The successful candidate will be comfortable working without established infrastructure, building it as they go.

PACS is building the Total Rewards function in phases.

This role is scoped as an individual contributor at hire and is expected to add direct reports as analyst capacity is approved, offering a path to lead the compensation team as the function matures.

Key responsibilities



* Job architecture.

Execute employee-to-profile mapping across the enterprise job architecture, maintain job profile documentation, and administer job codes and structures in Workday.


* Pay structure design.

Build and maintain market-anchored salary structures.

Develop and recommend range design methodology, geographic differentials, and annual range movement for approval by the Vice President, Total Rewards.


* Market pricing.

Price new and existing roles against published survey sources.

Manage survey participation and submissions, and maintain the market data library and match documentation.


* Compensation cycle.

Support the annual merit and bonus cycle end to end, including planning tools, manager guidance, modeling, and post-cycle analysis.


* Classification.

Prepare and document FLSA exemption analyses and recommend classification determinations, which are made by the Vice President, Total Rewards with Legal.

Maintain the classification record.


* Pay equity.

Run periodic pay equity analyses and support remediation planning, at the direction of the Vice President, Total Rewards and under Legal privilege where applicable.


* Field partnership.

Serve as the compensation point of contact for facility and regional leaders.

Translate structures into guidance that operators can apply at the site level.


* M&A integration.

Support compensation harmonization for acquired facilities, including mapping acquired roles into the PACS architecture and identifying pay disparities.


* Analysis and reporting.

Prepare analyses and materials supporting compensation decisions made by HR leadership and executive management.

Decision authority



* Recommends.

Salary structure design and annual range movement, geographic differentials, market pricing outcomes, FLSA classification determinations, and merit and bonus cycle guidelines.


* Decides.

Application of approved structures and guidelines to individual pricing requests, survey participation and match decisions, and the analytical methods used to produce recommendations.


* Escalates.

New or revised pay structures, changes to geographic differentials or range movement, out-of-g...