Position Summary: The Manager, Comp, Benefits & HRIS administers the organization's benefits, compensation, and job architecture programs and serves as the functional owner of the HRIS and HR reporting environment. This is a hands-on, execution-focused role supporting a fast-growing, multi-state dermatology practice of approximately 800 employees across 44 locations and eight states. Working under the direction of the SVP, Human Resources, who sets total rewards strategy and program direction, the Manager carries out the day-to-day work behind those programs - plan administration, market pricing, pay range maintenance, merit and open enrollment cycles, job documentation, and career ladders - and ensures the systems and data supporting them are accurate, compliant, and audit-ready. As a resource to HR, finance, operations, and clinical leadership, the Manager provides the analysis, market data, and system capability leadership needs to make sound pay and benefits decisions and to integrate acquired practices and new site openings cleanly.Essential Duties and Responsibilities:Benefits Administration & Vendor Management- Administer all health and welfare plans, retirement plans, and voluntary benefit offerings, ensuring accurate enrollment, eligibility, and payroll deduction across all locations and states.
- Lead the annual renewal process in partnership with brokers and carriers: gather data, evaluate plan design and contribution alternatives, model cost impact, and present recommendations to leadership.
- Plan and execute annual open enrollment end to end - system configuration, testing, employee communications, education sessions, and post-enrollment audits.
- Manage broker, carrier, and third-party administrator relationships, including service standards, escalations, invoice reconciliation, and contract renewals.
- Provide oversight of leave administration (FMLA, state leave programs, ADA accommodation coordination, disability, and parental leave), ensuring consistent, compliant practice across all markets.
- Own ACA eligibility tracking, measurement periods, and annual 1094-C/1095-C reporting in coordination with payroll and the ACA vendor.
- Serve as the escalation point for complex employee benefit issues, claims disputes, and coverage questions.
Compensation Programs & Pay Administration- Build and maintain salary structures, pay grades, and geographic pay differentials appropriate to a multi-state footprint.
- Conduct annual and ad hoc market pricing using published survey sources; recommend range movement, structure adjustments, and individual pay actions.
- Review offers, promotions, transfers, and off-cycle increase requests against range, internal equity, and budget, and provide clear recommendations to HR and hiring leaders.
- Administer the annual merit and incentive cycle: planning tools, manager guidelines, budget allocation, modeling, review, and execution.
- Conduct pay equity analyses and support remediation planning in partnership with HR leadership and counsel as needed.
- Ensure pay practices comply with FLSA, state and local minimum wage rules, pay transparency and pay range disclosure laws, and equal pay requirements in every state of operation.
- Support benefits and pay range mapping for acquired practices and de novo locations under the direction of HR leadership.
Provider & Clinical Compensation- Support the administration of physician and advanced practice provider compensation, including base, productivity, and incentive components.
- Model provider compensation scenarios and prepare analyses supporting offer development, contract renewals, and partnership or ownership track discussions.
- Partner with finance and practice operations on the calculation, validation, and reporting of provider productivity and incentive payments.
- Maintain benchmark libraries for dermatology, Mohs, dermatopathology, and advanced practice roles, and advise leadership on market movement.
- Support compensation structures for clinical research, revenue-producing, and other specialized roles as the organization's service lines expand.
Job Architecture & Job Documentation- Own the enterprise job architecture: job families, levels, career ladders, and titling conventions that hold up across clinical, corporate, and provider populations.
- Maintain the job description library - create, update, and standardize descriptions in partnership with HR business partners, managers, and recruiting.
- Conduct position evaluations for new and changing roles, assigning level, grade, and pay range based on scope and market data.
- Perform FLSA exemption reviews and maintain defensible classification documentation.
- Define and publish career paths that support internal mobility, development conversations, and retention.
- Align job architecture across acquired practices so roles, titles, and levels are consistent enterprise-wide.
HRIS Administration & Data Integrity- Serve as the functional owner and primary administrator of the HRIS, including configuration, business process workflows, security roles, user permissions, and system settings.
- Own employee data integrity: maintain accurate records for hires, transfers, promotions, compensation changes, leaves, and terminations, and enforce consistent data standards.
- Perform routine data audits and clean-up, reconciling HRIS against payroll, benefits carrier files, and the applicant tracking system.
- Manage system integrations and file feeds between the HRIS, payroll, benefits vendors, and downstream systems; troubleshoot and resolve errors.
- Coordinate system upgrades, releases, and testing; evaluate new functionality and lead configuration changes and enhancements.
- Build and maintain organizational charts, position management data, and reporting hierarchies.
- Identify and implement workflow automation and process improvements that reduce manual administrative work across the HR function.
- Onboard acquired practices and new locations into the HRIS, including data conversion, mapping, validation, and go-live support.
- Serve as system subject matter expert and train HR staff and managers on self-service, workflows, and reporting.
Reporting, Analytics & Compliance- Build and deliver standard and ad hoc HR reporting for HR, finance, operations, and executive leadership, including headcount, turnover, retention, compensation, and benefits cost reporting.
- Develop total rewards dashboards and recurring analytics that make workforce and rewards trends visible and actionable.
- Produce the data and analysis required for annual audits and filings, including 401(k)/retirement plan audits, workers' compensation audits, EEO-1, and ACA reporting.
- Maintain audit-ready documentation and records for compensation decisions, benefit plan administration, and employee data changes.
- Support compliance requirements across all states of operation, partnering with HR leadership and outside counsel where interpretation is needed.
- Provide data and analysis supporting acquisition due diligence, integration planning, and post-close workforce reporting.
Employee Communication & Education- Develop clear, accessible total rewards communications - benefits guides, enrollment materials, total compensation statements, and plan change notices - for a geographically distributed workforce.
- Deliver education sessions and manager training on benefits, pay ranges, the merit process, and how to have informed pay conversations.
- Equip managers and HR business partners with the tools, talking points, and data they need to explain rewards decisions consistently.
- Respond to employee questions on pay, benefits, and HR systems with accuracy, discretion, and appropriate confidentiality.
Knowledge, Skills and Abilities Requirements
- Bachelor's degree in Human Resources, Business Administration, Finance, or a related field; equivalent experience considered.
- Five or more years of progressive HR experience, including at least three years of hands-on compensation and benefits responsibility.
- Demonstrated experience administering health and welfare plans, retirement plans, and annual open enrollment for a multi-site employer.
- Demonstrated experience building or maintaining salary structures, pay ranges, and market pricing using published survey data.
- Hands-on HRIS administration experience, including configuration, workflow setup, security roles, data audits, and reporting.
- Multi-state employer experience, including working knowledge of FLSA, ACA, ERISA, COBRA, HIPAA, FMLA and state leave programs, and pay transparency and pay equity requirements.
- Experience writing and standardizing job descriptions and conducting FLSA classification reviews.
- Strong analytical skills with advanced Excel capability (pivot tables, lookups, modeling) and the ability to turn data into clear recommendations.
- Demonstrated ability to build reporting and dashboards and present findings to executive leadership.
- Proven ability to manage vendors, brokers, and third-party administrators to service and cost expectations.
- Excellent written and verbal communication skills, including the ability to explain pay and benefits concepts to non-technical audiences.
- Sound judgment and discretion handling highly confidential compensation, benefits, and employee data.
- Strong organizational skills with the ability to manage concurrent annual cycles, projects, and recurring deadlines.
- Proficiency with Microsoft Office (Word, Excel, PowerPoint, Outlook, Teams).
Preferred Qualifications:
- Master's degree in Human Resources, Business Administration, or a related field.
- Professional certification such as CCP, CBP, CEBS, SHRM-CP/SCP, or PHR/SPHR.
- Experience in healthcare, dermatology, physician practice management, MSO, or multi-site ambulatory settings.
- Experience supporting physician and advanced practice provider compensation, including productivity and incentive models.
- Experience implementing, migrating, or significantly reconfiguring an HRIS or payroll platform.
- Experience building job architecture, career ladders, or leveling frameworks from the ground up.
- Experience supporting total rewards integration for acquisitions and new location openings.
- Experience with HR reporting and visualization tools beyond native HRIS reporting.
- Experience conducting pay equity analyses and supporting remediation planning.
Physical Demands:
- Primarily office or hybrid environment; extended periods of computer, phone, and video-conference work.
- Occasional evening or weekend work to meet annual cycle deadlines, including open enrollment, merit planning, and system upgrades or go-live events.
- Occasional lifting and transport of benefits and training materials up to 25 pounds.
