Major Responsibilities:

• Develop and execute a comprehensive executive compensation strategy that supports the organization’s purpose, commitments, and evolving business model. Ensure programs are competitive, equitable, support succession planning, and aligned with performance and transformation goals.
• Serve as the primary liaison to the Chief People & Culture Officer, SVP of Total Rewards, and executive compensation consultant as they interact with the Board Compensation & Benefits Committee. Prepare materials, analyses, and presentations related to executive pay, benchmarking, base salary planning, performance-based incentives, compliance activities, and governance best practices.
• Support enterprise-wide integration and organizational redesign efforts by aligning executive compensation programs with new leadership structures, growth initiatives, and cultural transformation.
• Partner with business and academic leaders to ensure compensation strategies reflect the unique needs of physician executives, faculty leaders, and research administrators, maintaining balance between market competitiveness and purpose alignment.
• Ensure executive compensation programs are clearly communicated to participants, with an emphasis on transparency, purpose alignment, and regulatory compliance. Develop materials that help executives understand the various programs, and support leadership with messaging for internal discussions. Collaborate with Legal and Communications to prepare responses to public disclosures, including Form 990, and proactively manage reputational risk through consistent, values-driven narratives.
• Ensures the compensation strategy is effectively implemented, within established budgets and complies with relevant regulations, laws, and employment standards.  Directs and owns the process to develop, implement and administer compliant and market competitive compensation programs consistent with the organization's overall reward strategy for assigned areas. Ensure all executive pay programs comply with applicable federal and state regulations, including IRS 409A, 4958 (intermediate sanctions), and not-for-profit executive compensation guidelines.
• Manage and ensure the maintenance of the compensation infrastructure including job descriptions, job family/sub-family, job codes, pay structures, compensation guidelines to support new hire offers, promotions, integrity of our compensation programs and documentation.
• In collaboration with Compensation Delivery, manage and execute annual compensation projects and programs including market pricing review/update, merit, and incentives through various HR technology. Oversee the coordination of the process with other Compensation teams, HR Partners and leaders including development of training materials, presentations, and meetings.
• Conducts special projects regarding highly complex and strategic compensation issues as directed.  Leads project teams and manages projects across departments and business units. May represent the company on task forces, committees, and project assignments.
• In collaboration with other compensation leaders and delivery, develop and implement compensation communications, education/training, plan documents and reporting analytics.
• Ensure jobs and compensation programs are appropriately managed for local compliance, internal equity and externally competitive.
• In conjunction with other compensation leaders, lead competitive benchmarking and market analyses using industry-leading survey data and tools. Develop and maintain compensation analytics to support executive pay decisions and performance alignment
• Support the development and management financial models and analytics to predict and leverage compensation programs and budgets. Enable data-driven predictions and decisions based upon consistent financial models, databases, and standard analytical tools.
• Manage all activity throughout the year and audit output, market trends and competitive pay positions to ensure compensation plans meet overall enterprise, region and market goals and objectives.
• Responsible for monthly and quarterly compensation KPI review and reporting.
• Designs and directs the work of the functional area. Selects, coaches, and develops the team, setting objectives that align with company strategy to inspire and motivate the team. Manages organizational talent through performance management, succession planning, and development. Designs and directs processes by which team and individual performance are recognized, feedback is consistently delivered, and performance is systematically improved.
• Recommends operating and capital budgets and controls expenditures within approved budget objectives.

Licensure, Registration, and/or Certification Required:

Education

• Typically requires a bachelor’s degree in human resources, finance, or another related field.

Certification / License

• Certified Executive Compensation Professional (CECP) or Certified Compensation Professional certification (CCP) issued by the World at Work Society of Certified Professionals.

Work Experience

• Typically requires 10 years’ progressive experience in large, complex companies with a centralized compensation department and 5 years of management level experience.
• Experience in design and implementation of compensation programs, plans, and structures across multiple geographies.
• Experience with executive and incentive compensation plan design and administration.
• Experience in preparing high-quality materials for Board level committees.
• Experience developing strategic partnerships with senior management and influencing key business decisions.
• Experience using HR ERP technology such as Workday, Oracle, or SAP/SuccessFactors.
• Experience using compensation administration software such as CompAnalyst, PayFactors, or MarketPay.

Knowledge / Skills / Abilities

• Demonstrated knowledge of and skills in Human Resource management functions such as employment, benefits, employee relations, and employee/organizational development. Ability to integrate knowledge and skill into the development of effective compensation programs/procedures.
• Forward-thinking leader who thrives in large-scale, complex, matrixed environments and can balance strategic thinking with hands-on execution.
• Deep understanding of not-for-profit healthcare, academic medicine, and the nuances of executive compensation in a mission-driven environment.
• Demonstrated understanding of the laws and regulations that affect human resources and compensation.
• Deep knowledge of executive compensation regulations, including 409A and 4958.
• Demonstrated ability to design, administer, and evaluate compensation programs and practices to maximize department and organizational efficiency.
• Critical thinking skills with the ability to research and analyze data drawn from multiple sources to find problems and make effective decisions.
• Strong business and financial acumen.
• Proven ability to develop strategic and tactical plans and proposals to meet business objectives and implement program/project plans.
• Excellent communication skills to work effectively and collaborate with all levels of employees and to address difficult and controversial issues.
• Strong customer service orientation
• Ability to lead others past their comfort zone(s) and creates a sense of urgency and speed.
• Ability to develop and maintain effective working relationships with a variety of stakeholders.
• Consultative and collaborative style that allows for influence without authority.
• Ability to mitigate unforeseen problems creatively and effectively.
• Ability to translate the technical nature of compensation for clear stakeholder understanding.
• Ability to negotiate with firmness and tact.
• Proficiency in MS Office applications. Highly proficient with Excel and PowerPoint.
• Demonstrated ability to administer and evaluate compensation related applications.
• Travel required to build relationships and support the business.

Physical Requirements and Working Conditions:

• Must be able to sit for extended periods of time.
• Exposed to normal office environment.
• Operates all equipment necessary to perform the job.

All responsibilities and requirements are subject to possible modification to reasonably accommodate individuals with disabilities.

This job description in no way states or implies that these are the only responsibilities to be performed by an employee occupying this job or position.  Employees must follow any other job-related instructions and perform any other job-related duties requested by their leaders.