6+ years of progressive compensation and benefits experience or significant generalist experience with comp and benefits responsibilities.
1+ years direct experience with self-funded health plan management.
Bachelor's degree in HR, Finance, or related field, or equivalent experience.
Working knowledge of Stark Law, Anti-Kickback Statute, and fair market value requirements for provider compensation.
Experience managing stop-loss insurance and TPA relationships for a self-insured plan.
Responsibilities
Establish compensation philosophy and pay structure with the Chief People Officer.
Lead market pricing and salary survey participation across employee groups.
Recommend compensation for employment offers, subject to approval.
Design and administer annual merit increase and incentive programs.
Manage the organization's self-insured health plan and oversee TPA relationships.
Benefits
Health, Vision, Dental, and Life Insurance.
403(b) Retirement plan with automatic employer contribution of 5%.
Paid Time Off and Holidays.
Employee Discounts for Care.
Full Job Description
Job Summary
We are seeking a Senior Compensation & Benefits Manager to join our Springdale Admin team! The Senior Compensation & Benefits Manager shapes how Community Clinic rewards and supports its people. This leader partners with the Chief People Officer to set the pay philosophy and structure for every employee group and to design the incentive programs that recognize our providers. The leader also oversees our self-insured health plan along with our broader benefits and leave programs. Because provider pay and self-funded plans carry real regulatory risk, the role works hand in hand with Legal and Compliance on Stark Law, Anti-Kickback Statute, and ERISA requirements, and with the Chief Medical Officer on provider compensation design. The right person brings strong analytical skills and sound judgment, and can explain total rewards to employees, providers, and executives in a way that earns their trust. This schedule for this position is full-time, Monday - Friday 8:00 AM - 5:00 PM.
Essential Job Functions
Establish, in conjunction with the Chief People Officer, Community Clinic's compensation philosophy, pay structure, and job architecture.
Lead market pricing, benchmarking, and salary survey participation across all employee groups.
Lead FLSA classification methodology (exempt/non-exempt), in partnership with the Chief People officer and legal counsel.
Recommend compensation for employment offers, subject to CPO approval.
Design and administer annual merit increase and non-provider incentive programs.
Support the design of and administer incentive compensation programs for providers (e.g., productivity based, quality, and/or value-based care incentives).
Partner with Compliance, Finance, and clinical leadership to support the development, administration, and ongoing monitoring of provider compensation programs in accordance with applicable regulatory requirements, including Stark Law, Anti-Kickback Statute, and fair market value standards.
Coordinate FMV analyses for provider compensation plans and contracts.
Partner with CPO, CMO, and Legal on provider compensation plan design, contract language, and renewals.
Lead incentive payout cycles and provider-facing reporting on incentive performance, working with Finance and Accounting to get the calculations.
Manage the organization's self-insured health plan(s), including stop-loss insurance coverage, carrier selection, and annual renewal.
Oversee the third-party administrator (TPA) relationship for claims processing and plan administration.
Monitor claims experience, cost trend, and high-cost/large claimant case management.
Partner with Finance and CPO on overall plan funding strategy.
Ensure compliance with ERISA, ACA, and applicable self-funded plan regulations.
Administer non-health benefits programs (retirement, life/disability, ancillary benefits) and run annual open enrollment.
Ensure compliance with COBRA and applicable state leave laws.
Support overall benefits budgeting and cost analysis in partnership with the Chief People Officer and Finance.
Partner with Talent Acquisition on offer pricing and compensation-related recruiting challenges (e.g., market pressure on clinical/provider roles).
Partner with Employee Engagement on leave cases, accommodations, and communicating total rewards value during engagement initiatives.
Report compensation competitiveness, provider incentive plan performance, and self-insurance plan/claims trends to the CPO.
Community Clinic Essential Competencies
Service: Treats every patient and coworker with empathy, respect, and a genuine desire to help.
Ownership: Takes responsibility for their actions, follows through on commitments, and upholds high standards even when no one is watching.
Adaptability: Remains flexible, open to change, and willing to learn in order to meet the evolving needs of our patients, teams, and organization.
Collaboration: Works together with openness and respect, shares information freely, and supports co-workers to provide seamless, high-quality care.
Collaboration: Works together with openness and respect, shares information freely, and supports co-workers to provide seamless, high-quality care.
Problem Solving: Approaches challenges with curiosity, finds practical solutions, and takes initiative to improve processes and patient experiences.
Role Specific Essential Skills/Competencies
Compensation Design: Ability to build and maintain pay structures, job architecture, and incentive programs that are competitive, equitable, and defensible.
Regulatory and Legal Knowledge: Understands the Stark Law, the Anti-Kickback Statute, FMV, ERISA, ACA, COBRA, and FLSA requirements.
Self-Funded Insurance Plan Management: Comfortable managing the intricacies of a self-funded insurance plan.
Analytical and Financial Acumen: Analyzes compensation, benefits, and claims data to identify trends and risks. Builds budgets and models and explains variances clearly to Finance and executives.
Communication and Relationship Management: Able to explain complex compensation and benefits topics clearly, in writing and verbally, to employees, providers, and executives.
Confidentiality and Professionalism: Handles sensitive compensation, provider contract, and employee health information with discretion and integrity. Can effectively engage on highly personal subjects such as compensation and benefits with professionalism, empathy, and accurac
Required Qualifications
6+ years of progressive compensation and benefits experience or generalist experience with significant comp and benefits responsibilities.
1+ years direct experience with self-funded health plan management.
Bachelor's degree in HR, Finance, or related field, -OR- an equivalent combination of education, training, certification, and experience.
Community Clinic accepts equivalent experience in place of a degree. Candidates who built their expertise on the job are encouraged to apply and are evaluated on the same competencies as degreed candidates.
Working knowledge of Stark Law, Anti-Kickback Statute, and fair market value requirements for provider compensation - or demonstrated ability to work closely with legal subject matter experts on compensation compliance.
Experience managing stop-loss insurance, TPA relationships, and claims/reserve oversight for a self-insured plan.
Familiarity with ACA, ERISA, COBRA, and FLSA compliance
