The Director, Provider Compensation independently leads assigned provider compensation operations, analytics, plan design, and consultative initiatives. The Director combines hands-on operational ownership with a consultant's ability to define problems, interpret market data, build financial models, evaluate alternatives, and develop actionable recommendations for provider and organizational leadership. The Director serves as a subject-matter expert on provider compensation methodologies, productivity measurement, market benchmarking, fair market value principles, and compensation-plan design. The role leads recurring administration and reporting responsibilities while also supporting legal-portal reviews, recruitment and retention analyses, compensation-plan refinements, and selected independent physician alignment or professional services agreement opportunities. The Director advances work with limited direction, resolves routine matters independently, and escalates when executive, legal, regulatory, or enterprise-strategy judgment is required Applicants for this position should be able to collaborate with others in a team setting, have excellent communication skills, and a positive attitude toward problem-solving. 34; 4 year / bachelor's degree in business, Finance, Healthcare Administration, Human Resources, or related field preferred. (Required) 34; Master0s degree in business, Finance, Healthcare Administration, Human Resources, or related field preferred (Preferred). 34; 5+ years: Progressively responsible experience in provider compensation consulting, physician alignment, healthcare valuation, provider compensation leadership, or a closely related field (Required) 34; 5+ years: Demonstrated experience designing or evaluating provider compensation models, interpreting market surveys, and developing financial or scenario models (Required) 34; 5+ years: Experience with professional services agreements, independent physician arrangements, recruitment packages, or other physician alignment models. (Preferred) 34; Department and Enterprise Partnership- Serves as a trusted lieutenant to the VP, Provider Compensation & Compliance by advancing work proactively and reducing unnecessary bottlenecks. Contributes to provider compensation for governance, policy development, education, and continuous improvement. Maintains current knowledge of provider compensation practices, survey developments, reimbursement changes, and evolving alignment models. Performs additional related duties consistent with the scope and level of the position 34; Selected Physician Alignment and PSA Support- Supports selected professional services agreements and other independent physician alignment opportunities by developing compensation structures, market analyses, financial models, and arrangement alternatives. Assesses potential effects on employed providers, related specialties, internal equity, operational performance, and future arrangement requests. Supports negotiation preparation, decision materials, and implementation planning as assigned. Maintains flexibility to shift between recurring administration priorities and episodic alignment projects based on organizational needs 34; Provider Compensation Operations- Independently leads assigned physician and advanced practice provider compensation administration, calculation, validation, reporting, and reconciliation processes. Ensures accurate and timely execution of recurring compensation cycles, plan changes, provider communications, and issue resolution. Partners with the Provider Compensation Manager and other stakeholders to maintain effective workflows, data integrity, controls, calendars, and handoffs without direct people-management responsibility. Reviews operational issues, identifies root causes, and implements practical process improvements that reduce rework, delay, and dependence on executive intervention 34; Compensation Plan Design and Maintenance- Leads the analysis, design, modeling, refinement, implementation, and ongoing evaluation of provider compensation plans and methodologies. Builds scenario models and assesses the financial, provider, operational, and behavioral implications of proposed changes. Integrates productivity, quality, access, panel, service, and other performance measures as appropriate to the objectives of the arrangement. Develops implementation recommendations, communication materials, and operational requirements for approved compensation-plan changes 34; Market Intelligence, Benchmarking, and Financial Modeling- Interprets provider compensation surveys and related market data to identify trends, limitations, emerging risks, and implications for employed providers and organizational decision-making. Builds financial models using market survey data, internal productivity and compensation data, and relevant operational assumptions to evaluate organizational impact. Moves beyond percentile reporting by explaining what the data may indicate, testing alternative interpretations, and translating findings into practical recommendations. Prepares concise executive-level analyses and presentations that clearly communicate assumptions, options, tradeoffs, and recommended actions 34; FMV, Legal-Portal, and Arrangement Support- Applies working knowledge of fair market value, commercial reasonableness, Stark Law, and Anti-Kickback Statute concepts when evaluating provider compensation arrangements; partners with Compliance and Legal and does not independently provide legal opinions. Performs timely review of assigned legal-portal submissions and develops concise, well-supported FMV or compensation notes to facilitate legal and operational review. Coordinates with external valuation consultants when needed, evaluates assumptions and methodologies, and translates consultant findings into practical business recommendations. Identifies when an arrangement is supported by established methodology and when additional valuation, legal, compliance, or executive review is warranted 34; Internal Consulting and Recommendation Development- Independently defines issues, identifies required information, performs analysis, develops alternatives, and recommends a course of action with limited direction. Anticipates downstream implications for existing compensation plans, internal equity, physician relationships, recruitment, retention, operations, and precedent. Engages providers, operational leaders, Finance, Legal, Compliance, Human Resources, and executive stakeholders to understand needs and advance work to resolution. Exercises judgment regarding which matters can be handled independently, when collaboration is needed, and when escalation is appropriate