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Director, Compensation Strategy

Primary Location Pasadena, California Schedule Full-time Shift Day Salary $193100 - $249810 / year
Job Number 1392352 Date Posted 11/14/2025
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Job Summary:

In addition to the responsibilities listed below, this position is responsible for driving enterprise-wide compensation strategies, partnering with executive HR leadership, ensuring alignment of compensation with other Human Resource initiatives, and directing the implementation and use of strategic talent planning models, tools, methodologies, and resources. This position also collaborates with senior leadership throughout KP to influence the development and execution of functional KP-wide policies and long-term goals. Additionally, this position is responsible for ensuring that KP has the necessary level of organizational capability as Kaiser evolves to meet new business challenges and driving the execution of internal processes associated with compensation planning and priorities. This position will act as a primary consultant to KP National leadership on compensation solutions matters and lead an enterprise-wide community of practice to design and embed consistent, strategic solutions across regions and national functions.

Essential Responsibilities:


  • Demonstrates continuous learning and maintains a highly skilled and engaged workforce by aligning resource plans with business objectives; overseeing the recruitment, selection, and development of talent; motivating teams; preparing individuals for growth opportunities and advancement; staying current with industry trends, benchmarks, and best practices; providing guidance when difficult decisions need to be made; and ensuring performance management guidelines and expectations drive business needs.

  • Oversees the operation of multiple units and/or departments by identifying customer and operational needs; analyzing resources, costs, and forecasts and incorporating them into business plans; gaining cross-functional support for business plans and priorities; translating business strategy into actionable business requirements; obtaining and distributing resources; setting standards and measuring progress; removing obstacles that impact performance; guiding performance and developing contingency plans accordingly; and ensuring products and/or services meet customer requirements and expectations while aligning with organizational strategies.

  • Develops strategic direction for the business in support of designated functional HR area by staying abreast of internal and external perspectives, data trends, HR laws and regulations, and best practices; partnering with HR and business leadership to evaluate current and future HR and business requirements, to include business cases, to support strategic goals; aligning and integrating HR and business strategies across business lines and shared services; aligning resources; overseeing the execution of strategic action plans; and monitoring performance against SLAs and other key performance indicators.

  • Oversees the design, development, and execution of HR practices, programs, and initiatives by directing the development and implementation of tools, systems, and programs; ensuring the coordinated and timely execution of activities and ensuring buy-in across HR functions, project teams, and business partners; monitoring and identifying gaps in execution or communication; creating and deploying contingency plans to resolve implementation issues as appropriate; monitoring and measuring performance against plans and business objectives; and modifying design and implementation strategies as appropriate to accommodate continuously changing business demands.

Minimum Qualifications:


  • Minimum four (4) years experience in compensation program and strategy design.

  • Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum ten (10) years experience in human resources, business operations, or a field specified in the job posting. Additional equivalent work experience in a directly related field may be substituted for the degree requirement.

  • Minimum five (5) years experience in a leadership role with or without direct reports, including at least 2 years formal supervisory experience.


Additional Requirements:

Preferred Qualifications:
  • Five (5) years project or program management experience.
  • Six (6) years experience in executive compensation.
  • Four (4) years vendor management experience.
  • Six (6) years experience in sales compensation.
  • Five (5) years experience working cross-functionally across departments, functions, or business lines.
  • World at Work (WAW) certification in a discipline of compensation.
  • Five (5) years work experience requiring data analysis and reporting.
  • Three (3) years project management and/or process improvement experience, or related certification (e.g. PMP, Lean Six Sigma)
  • Five (5) years health care experience (health plan insurance and/or clinical care delivery).
  • Five (5) years experience as an HR generalist or working across multiple HR disciplines.
  • Four (4) years experience managing operational or project budgets.
  • Senior Human Resources Professional Certification (SHRM-SCP or SPHR).
  • Master's degree in Human Resources, Business, Social Science, Public Administration or related field.
  • Five (5) years experience in business analysis, including defining business requirements and validating solutions.
Primary Location: California,Pasadena,Walnut Center - Regional Offices Scheduled Weekly Hours: 40 Shift: Day Workdays: Mon, Tue, Wed, Thu, Fri Working Hours Start: 08:30 AM Working Hours End: 05:00 PM Job Schedule: Full-time Job Type: Standard Worker Location: Flexible Employee Status: Regular Employee Group/Union Affiliation: NUE-SCAL-01|NUE|Non Union Employee Job Level: Director/Senior Director Department: Regional Offices - Pasadena - Rgnl Mg Admn-PMG Compensation - 0806 Pay Range: $193100 - $249810 / year Kaiser Permanente is committed to pay equity and transparency. The posted pay range is based on possible base salaries for the role and does not include the value of our total rewards package. Actual pay determined at offer will be based on years of relevant work experience, education, certifications, skills and geographic location along with a review of current employees in similar roles to ensure that pay equity is achieved and maintained across Kaiser Permanente. Travel: Yes, 10 % of the Time Flexible: Work location is on-site at a KP location, with the flexibility to work from home. Worker location must align with Kaiser Permanente's Authorized States policy. Kaiser Permanente is an equal opportunity employer committed to fair, respectful, and inclusive workplaces. Applicants will be considered for employment without regard to race, religion, sex, age, national origin, disability, veteran status, or any other protected characteristic or status.

For jobs where work will be performed in unincorporated LA County, the employer provides the following statement in accordance with the Los Angeles County Fair Chance Ordinance. Criminal history may have a direct, adverse, and negative relationship on the following job duties, potentially resulting in the withdrawal of the conditional offer of employment:

  • Consistently supports compliance and the Principles of Responsibility (Kaiser Permanente's Code of Conduct) by maintaining the privacy and confidentiality of information, protecting the assets of the organization, acting with ethics and integrity, reporting non-compliance, and adhering to applicable federal, state, and local laws and regulations, accreditation, and licensure requirements (where applicable), and Kaiser Permanente's policies and procedures.

  • Models and reinforces ethical behavior in self and others in accordance with the Principles of Responsibility, adheres to organizational policies and guidelines; supports compliance initiatives; maintains confidences; admits mistakes; conducts business with honesty, shows consistency in words and actions; follows through on commitments.

  • Job duties with at least occasional or possible access to: (1) patients, the general public, or other employees; (2) confidential protected health information and other confidential KP information (including employee, proprietary, financial or trade secret information); (3) KP property and assets, for example, electronic assets, medical instruments, or devices; (4) controlled substances regulated by federal law or potentially subject to diversion.
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