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In-State Opportunities

Compensation Analyst
Intermountain Healthcare

About Us
What does it mean to be a part of Intermountain Healthcare? It means that the quest for clinical excellence is not just a goal, but a given. It means building an environment where physicians and employees can deliver the best in healthcare. And it’s realizing each employee or volunteer is vital to the healing process, because we can only achieve the extraordinary together.

Being a part of Intermountain Healthcare means joining with a world-class team of over 36,000 employees and embarking on a career filled with opportunities, strength, innovation, and fulfillment. Our mission is: Helping people live the healthiest lives possible.

Our patients deserve the best in healthcare, and we deliver.

Job Description

The HR Compensation Analyst provides compensation support and analysis to the central office compensation department and to the Human Resource departments throughout Intermountain Healthcare.

Essential Job Duties 

  1. Survey Administration:  Participates in third-party salary surveys and coordinates survey results within the database. This includes performing all necessary weighting and aging of the data, ensuring data integrity and best coverage of survey sources for our diverse healthcare population.
  2. Creates reports to ensure consistency in survey title matching, evaluate the overall value of each survey and determine which surveys are most valuable for each pay structure.  Compiles and analyzes survey data.  Develops reports from survey database as necessary to capture and analyze data.  Uses modeling tool in survey database to perform regression analysis to recommend range movement for each pay structure.  Acts as internal staff consultant to other HR staff on survey data.
  3. Incentive Administration:  Ensures that the database for incentives is accurate and up to date and that they are tracked and paid out appropriately.
  4. Compensation Analysis:  Utilizes the market database to propose salary range movement and individual job movement as needed.  Assists with the salary budgeting and annual increase process.  Researches, analyzes and provides market data on positions as requested by management and HR staff.  Recommends placement of new and existing jobs into structures and grades using internal structure and the market database in conjunction with HR Business Partners and line management.  Maintains the job code database for Oracle by adding / deleting and consolidating job codes, and changing ranges, grades, etc.
  5. Audits and Compliance:  Audits compensation policies, incentive participation and job descriptions as needed to ensure compliance.  Conducts frequent audits with HRMS to ensure proper job code and pay grade alignment.

Posting Specifics

  • Entry Rate: Commensurate with experience
  • Benefits Eligible: Yes
  • Shift Details: Full-time, Exempt. 40 hours/week. Monday through Friday, business hours.
  • Department: Human Resources
  • Additional Details: Position will be located at the Employee Services Center in Murray, Utah.

Minimum Requirements

  • Bachelor’s degree in HR, Accounting, Analytics, or a business-related field. (Degree must be obtained through an accredited institution. Education is verified.)
  • 4 years of related Human Resource experience in compensation or analysis
  • Prior experience in data manipulation, highly detailed oriented and strong organizational skills
  • Superior computer skills including working knowledge of worksheets, word processing, and data management required
  • Creativity, ingenuity, and strong problem-solving skills
  • Exceptional communication and customer service skills 

Physical Requirements

  • Interact with others requiring employee to verbally communicate as well as hear and understand spoken information.
  • Operate computers, telephones, office equipment, and manipulate paper requiring the ability to move fingers and hands.
  • See and read computer monitors and documents.
  • Remain sitting or standing for long periods of time to perform work on a computer, telephone, or other equipment. 

Preferred Qualifications

  • Prior compensation experience in a health care setting
  • Expert level user in Microsoft Excel
  • Certification as a HR or Compensation Professional (PHR, SPHR, or CCP)
  • Experience as a compensation survey analyst
  • Experience with Incentive pay administration
  • Proficiency in report creation within HR Systems
  • Facilitation and presentation skills
Refer to Company
To Apply

Please apply at

Sr Business Partner
Mountain America Credit Union

Job Summary

Responsible for delivering full-cycle, world-class service by leading and working with various functional teams within the Human Resources department. Acts as a consultant to leaders, managers, and employees to drive and maintain an overall culture of excellence.


Human Resources Team

7167 Center Park Dr.

West Jordan, UT 84084



To be effective, an individual must be able to perform each job duty successfully.

  • Implements a workplace cultural environment that is consistent with the mission, values and guiding principles of MACU as outlined by the executive and senior leadership teams.
  • Manages, designs, implements and evaluates MACU’s compensation and benefits programs, including base pay, incentive pay, health and welfare benefits, wellness/clinic programs and retirement benefits. Ensures compensation and benefits programs support the credit union’s business objectives and meet all legal requirement.
  • Manages and maintains compensation and benefits budgets.
  • Manages, inspires, develops evaluates and leads a team of HR professional with a goal of driving a high level of credibility. Ensures team members have the tools, resources, and knowledge to execute on key organizational initiatives. Monitors and takes action to optimize team performance.
  • Assists HR SVP and VP with other functional areas as needed including, but not limited to, employee relations, workforce planning and talent acquisition, HRIS, employee engagement, organizational development, and succession planning with the goal in mind of being the employer of choice.
  • Provides guidance to MACU leadership, managers and employees relative to Corporate/HR policies, procedures, and programs; ensures compliance with all applicable federal, state and local laws and corporate policies and guidelines.
  • Partners with leadership to develop and implement effective human resources strategies and programs for areas of responsibility in support of the Credit Union’s goals and objectives.
  • Supports in streamlining processes and the organization in managing change in a high growth organization.
  • Assists HR SVP and VP in defining and implementing HR initiatives across the employee life cycle to drive high employee engagement and retention.
  • Maintains knowledge of industry trends and legislation.
  • Identifies, develops, implements and utilizes technology to collect, monitor and report on key metrics.
  • Plans, prepares and presents management training to create a culture of strong leadership both organizationally and functionally,
  • Maintains and improves organizational culture, focuses on employee engagement by leading initiatives to develop employees.
  • Leads relevant HR projects and performs other duties as assigned.
  • Performs other duties as assigned.


The requirements listed are representative of the knowledge, skills, and/or abilities required.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.


Minimum of ten years of direct human resources experience. A minimum of five years of experience managing all aspects of benefits and compensation, employee


Bachelor’s degree required, Master’s Degree preferred.

Licenses, Certificates, Registrations

SPHR and SHRM-SCP preferred

Computer/Office Equipment Skills

Intermediate to Advanced skills in Microsoft Office (Outlook, Word, PowerPoint and Excel)

Managerial Responsibility

Has management responsibilities that are direct or through work leaders or assistants, typically with a subordinate group of 10 to 15 employees.  Estimates personnel needs and assigns work to meet these needs.  Supervises, coordinates and reviews the work of assigned staff.  Recommends candidates for employment, conducts performance evaluations and salary reviews for assigned staff, and applies company policy.  Includes senior department heads without staff.

Other Skills and Abilities

Must demonstrate as an integral part of the job:

  • success leading Human Resources with a fast-growing company.
  • proven ability to manage priorities among multiple stakeholders, multi-task and re-prioritize as needed in swift environment.
  • demonstrated ability to influence all levels of management, build relationships quickly, understand the business and assist business leaders in reaching their strategic goals.
  • experience in transforming the human resources function and processes to best in class status.
  • effectively communicate, both verbally and in writing, with all levels of employees and manage situations to quickly find effective compliant solutions.
  • ability to appropriately delegate tasks, distribute workload, and gives clear directions.

Mountain America Credit Union is an EEO/AA/ADA/Veterans employer.

Refer to Company
To Apply
Apply online at  https://macu.wd5.myworkdayjobs.com/en-US/MACU_Careers/job/West-Jordan-UT/AVP-Human-Resources_R2494
Position Employee Benefits Manager
Company Salt Lake County


Oversees the  administration and design of employee benefits. Surveys industry and/or community to determine company's competitive position in employee benefits. Develops, recommends, and implements approved, new, or modified plans and employee benefit policies, and supervises administration of existing plans.


Bachelor's degree from an accredited college or university in Human Resources Management, Business, Public Administration or other closely related field, plus six (6) years of related experience, of which two (2) years must have been supervisory; OR an equivalent combination of directly related education and experience. Education may not be substituted for the required supervisory experience.


Master's degree from an accredited college or university in Human Resources Management, Business, Public Administration or other closely related field, plus four (4) years of related experience, of which two (2) years must have been supervisory or administrative; OR an equivalent combination of directly related education and experience. Education may not be substituted for the required supervisory experience.

Preference may be given for current Professional Human Resources or Benefits Certificates.

Due to the nature of this position, the successful applicant must pass a required pre-employment background check and subsequent mandatory background checks in accordance with current County Human Resources policy requirements.


  • Administers employee benefit programs such as medical and dental plans, onsite medical clinic, spending accounts, disability plans, group life, wellness programs, daycare, voluntary benefits, and retirement programs.
  • Oversees vendor management including contracting, selection, renewal process and performance. 
  • Defines benefits strategies for each major program and align the program structure to the objective. 
  • Develops cost control procedures to assure maximum coverage at the least possible cost to the company and employee.
  • Supervises staff which includes hiring, orienting, training, assigning and reviewing work performance, annual work performance appraisals, and discipline.
  • Administers and communicates County benefits program(s) as they relate to plan options policy features, enrollment and other requirements.
  • Ensures County benefit programs are in compliance with Federal and State laws, rules, and regulations.
  • Leads benefits strategy and communications, manages open enrollment, ACA compliance, employee communication and website initiatives.
  • Oversees team that manages administration of benefits plans, including eligibility interface, benefits compliance and employee interactions. 
  • Anticipates and responds to changes in benefits legislation and directs the implementation of appropriate/corresponding changes to County benefits programs, policies, and procedures.
  • Evaluates utilization, value, costs, and experience information pertaining to employee benefit programs; determines the financial impact of decisions and proposals relating to existing and new employee benefits; makes recommendations as appropriate.
  • Evaluates new benefit initiatives, benefit changes, and /or plan design.
  • Acts as liaison with benefits providers to ensure appropriate coverage is provided in an efficient and cost effective manner.
  • Designs comprehensive training/orientation sessions to communicate County benefits; coordinates enrollment and re-enrollment process.
  • Interprets and explains benefit program eligibility criteria.
  • Directs the maintenance and preparation of a variety of routine and special records and reports necessary for program operation.
  • Participates in County Wellness Plan development and coordination.
Salary Refer to Company
To Apply

Email resume to Sarah Wilson at swilson@slco.org


Out-Of-State Opportunities

Director of Human Resources
BYU Hawaii

Job Summary

Consults with executive leadership and line managers on policies, procedures, programs, and methods that support the establishment and maintenance of an effective and productive workforce committed to achieving the mission of Brigham Young University-Hawaii.  Champion’s initiatives that attract, engage, nurture, and retain exceptional talent. Assures that University human resource management activities are compliant with applicable federal and state laws and resonant with the values espoused by the Church of Jesus Christ of Latter-day Saints. Advocates for management actions that lead to an organizational culture reflective of the Savior’s leadership pattern.

Primary Responsibilities

01. Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems., 02. Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements., 03. Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes., 04. Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, terminating employees, and administering disciplinary procedures., 05. Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization., 06. Administer compensation, benefits and performance management systems, and safety and recreation programs., 07. Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits., 08. Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates., 09. Oversee the evaluation, classification and rating of occupations and job positions., 10. Perform other duties as assigned.

Job Details


[65%] Strategic Management & Leadership

(a) Provides executive leadership with evidence-based strategic advice about current and projected conditions of the University’s workforce; (b) encourages a culture of performance excellence in the workforce by applying proven methods for giving employees useful feedback about their job performance and other strategies appropriate to the University’s mission; (c) minimizes the University’s risk of non-compliance with applicable employment regulations and statutes by leveraging internal communication methods, policy development and implementation, accountability for procedural observance, and other strategies; (d) maintains compensation practices within the Church’s guidelines that enable the University to compete for qualified workers in the marketplace, to recognize laudable performance, to engender a sense of fairness, and to minimize unproductive turnover in the workforce; (e) facilitates constructive communications between and among managers and employees; (f) arbitrates employment disputes resolution; (g) motivates and leads a team of HR professionals to meet the needs of campus employees, leaders, and executive leadership; (h) fosters a safe and healthy workplace environment.

[35%] Talent Management

(a) Seeks out and refers well-qualified applicants to hiring managers consistent with applicable law and University policies governing workforce diversity and temple worthiness; (b) integrates new hires into the University’s productive workforce and unique organizational culture using training, on-boarding procedures, and other methods; (c) nurtures the talent, engagement, and growth of current and potential University employees; (d) performs other duties as assigned.


Education and work experience 

A Bachelor’s Degree in Business, Human Resources, or a related field with at least ten years of relevant experience in Human Resources is required. A Master's Degree is preferred and a certification in an HR discipline through SHRM, WorldatWork, or equivalent professional organization is a plus. An understanding of employment law and a general background in risk management is essential. A general knowledge of employment practices, recruitment, compensation procedures and benefits administration is required.

Skill Set

Must have the ability to, (a) make sound decisions based on accurate analysis of relevant evidence and consideration of the organization’s strategic directions; (b) use standard computer applications employed by the University (e.g., Microsoft Word, Excel, PowerPoint, Outlook, etc.); (c) read and understand information and ideas presented in writing; (d) communicate information and ideas in speaking, writing, or visual presentations so others will easily understand; (e) apply general rules to specific problems to produce answers that make sense and help employees achieve their specific objectives; (f) combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events); and (g) have productive difficult conversations and resolve conflict even in difficult situations.

Must also possess knowledge of (a) principles and procedures for personnel recruitment, selection, training, compensation and benefits, employee relations, and personnel information systems; (b) principles, methods, strategies, and programs for talent management and human capital development; (c) business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources; (d) principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction; (e) relevant laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.

License or Certification

Certification in an HR discipline through SHRM, WorldAtWork, or equivalent professional organization a plus.


Who does this person report to?

Vice President of Administration

Who else reports to the same supervisor?

Budget Director, University Technology Officer, Financial Services Director, Director of Internal Audit & Compliance

How many personnel directly report to this position? 

Administrative:  3

Full-Time: 0

Part-Time: 0

Students: 0

Other: 2

How many personnel indirectly report to this position?

Administrative: 0

Full-Time: 3

Part-Time: 0

Students: 7

Other: 0


Expected to be present during regular office hours which are from 8:00 am – 5:00 pm except for a one hour lunch period and such other times to complete projects.  Some travel may be required for training, meetings and professional development.


The employee is required to attend all training that is mandated/approved by the supervisor.  In addition, the employee is expected to meet with the supervisor for periodic performance evaluations.


  • Compliance to federal, state, and University laws, regulations, guidelines, policies and procedures.
  • Issues with hiring and tracking of international students to be in compliance with laws.
  • Maintaining a fair, balanced, legally defensible compensation structure while still attracting exceptional employees.


Federal, state, institutional or other types of regulations that influence job responsibilities. All activities must conform to University Honor Code and the values of the Church of Jesus Christ of Latter-day Saints.

Physical requirements

Air conditioned office environment with minimal physical effort required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.




CCP - WorldatWork, SCP - Society for Human Resource Management, SPHR - HR Certification Institute


Ten years progressively responsible management experience

* More information may be requested as you progress through the recruiting process.

Refer to Company
To Apply
Apply online at  https://byuhi.wd1.myworkdayjobs.com/BYU_H/job/BYU-Hawaii/Director-of-Human-Resources_R0004862

ICBA shall not be held accountable for the accuracy these positions above. It is the responsibility of the employers to notify ICBA when a position has been filled.
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