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The Sr. Physician & Faculty Compensation Advisor provides end-to-end compensation consultation and analytical support for physician, faculty and applicable advanced practice provider compensation matters. This role independently evaluates requests, conducts market, internal, financial and productivity analyses, develops defensible recommendations, advises leaders and manages assigned cases through resolution within a pooled, capacity-based service model.

• Manages assigned compensation requests from initial intake through final recommendation and resolution.
• Assesses request scope, urgency, documentation requirements, and applicable pay policies to formulate case strategies.
• Conducts detailed analyses, communicates case status throughout the request lifecycle, and documents all assumptions, approvals, and outcomes.
• Evaluates proposed recruitment offers and compensation packages, reviewing base pay, productivity expectations, incentives, and supplemental components.
• Develops alternative compensation scenarios by assessing market competitiveness, internal comparators, and recruitment complexity.
• Recommends competitive and equitable offer packages aligned with institutional compensation standards.
• Evaluates retention requests, counteroffers, market adjustments, and internal equity concerns by analyzing compensation history and role scope.
• Models compensation adjustments, assesses total financial impact, and recommends appropriate corrective actions.
• Conducts market analyses using reputable physician, faculty, healthcare, and academic compensation survey sources.
• Selects appropriate market matches and interprets percentile trends, prevalence data, and productivity relationships to guide leadership decision-making.
• Advises stakeholders on plan design, policy application, payout structures, and pay practices while evaluating administrative feasibility.
• Partners with directors, program analysts, Legal, Compliance, and Finance when complex costing or regulatory review is required.
• Presents data-driven recommendations and guidance directly to department chairs, SAOs, Faculty Affairs, and HR partners.
• Applies approved compensation philosophy consistently, meets established service-level agreements, and participates in pooled workload management and cross-training.
• Adheres to University and unit-level policies and procedures and safeguards University assets.

This list of duties and responsibilities is not intended to be all-inclusive and may be expanded to include other duties or responsibilities as necessary.

CORE QUALIFICATIONS

Education:

Bachelor's degree in relevant field required

Experience:
Minimum 5 years of relevant experience required

Knowledge, Skills and Abilities:

• Learning Agility: Ability to learn new procedures, technologies, and protocols, and adapt to changing priorities and work demands.
• Teamwork: Ability to work collaboratively with others and contribute to a team environment.
• Technical Proficiency: Skilled in using office software, technology, and relevant computer applications.
• Communication: Strong and clear written and verbal communication skills for interacting with colleagues and stakeholders.

This is a core job profile description and is not reflective of all duties that may be assigned to a specific position in each individual department. The above statements are intended to describe the general nature and primary responsibilities of this core job profile. Specific duties and tasks may vary based upon departmental needs. Other duties may be assigned to the above consistent with the knowledge, skills, and abilities required for the job.

The University of Miami offers competitive salaries and a comprehensive benefits package including medical, dental, tuition remission and more.

Job Status:
Full time

Employee Type:
Staff