OverviewSenior Compensation PartnerCompensation: $100,000 to $125,000 annually. Offer dependent upon experience
Location: Remote
Position Summary:The Senior Compensation Partner is a highly experienced compensation professional and strategic advisor responsible for designing, implementing, and managing compensation programs across the healthcare organization. This role operates with a high degree of independence and partners closely with HR, Talent Acquisition, Finance, and operational leaders to deliver compensation solutions that support talent acquisition, retention, internal equity, and organizational performance.
The Senior Compensation Partner is expected to bring strong business judgment, executive-ready communication, and proactive problem-solving to complex compensation matters across clinical and non-clinical populations. This role serves as a trusted advisor to leaders, translates complex data into clear recommendations, and contributes to the continued evolution of compensation strategy, governance, and operational excellence
Key Responsibilities:- Lead the development, implementation, and administration of compensation programs, including base pay, incentive plans, salary structures, job architecture, and pay practices for clinical, administrative, leadership, and union-represented roles.
- Independently conduct complex market analyses using healthcare-specific survey data, such as SullivanCotter, Mercer Healthcare, and other relevant sources, to evaluate competitiveness, internal equity, and compensation program effectiveness.
- Serve as a strategic compensation advisor to HR Business Partners, Talent Acquisition, Finance, and operational leaders on compensation-related matters, including offer strategy, pay equity, retention, workforce planning, and organizational design.
- Prepare and present compensation recommendations, analyses, and business cases to senior leaders and executive stakeholders in a clear, polished, and actionable manner.
- Proactively identify compensation risks, trends, and opportunities through analysis of market data, internal pay practices, regulatory changes, and business needs.
- Manage key components of annual compensation cycles, including merit planning, incentive payouts, salary structure reviews, budget modeling, leadership reporting, and employee communication support.
- Partner with the Compensation Director to develop, refine, and operationalize compensation policies, governance frameworks, approval processes, and communication strategies.
- Lead or independently manage complex compensation projects such as career framework development, pay equity audits, job architecture redesign, incentive plan reviews, and merger and acquisition integration.
- Ensure compliance with federal, state, and local compensation laws and regulations, including FLSA, wage transparency requirements, pay equity standards, and applicable healthcare-related guidelines.
- Support union negotiations and labor relations activities by providing compensation data, modeling, analysis, and recommendations.
- Translate complex compensation concepts into practical guidance for business leaders, HR partners, and other stakeholders.
- Mentor junior compensation team members, review work products, share technical expertise, and model strong consultative and analytical practices.
- Demonstrate sound judgment, discretion, and professionalism when handling sensitive compensation matters and executive-level communications.
Qualifications:- Bachelor's degree in Human Resources, Business, Finance, Economics, or related field required; Master's degree or Certified Compensation Professional designation preferred.
- 7+ years of progressive compensation experience, preferably within a complex healthcare, multi-site, or matrixed organization.
- Prior experience supporting clinical and non-clinical compensation programs, including market pricing, salary structures, job evaluation, incentive plans, and compensation governance.
- Strong analytical and financial modeling skills, with advanced proficiency in Excel and experience using compensation systems, HRIS platforms, and market survey tools. Experience with Workday and healthcare compensation surveys preferred.
- Demonstrated ability to independently manage complex compensation workstreams from analysis through recommendation and implementation.
- Strong executive presence, communication skills, and ability to present complex compensation topics to senior leaders in a concise, confident, and business-oriented manner.
- Proven ability to think proactively, anticipate stakeholder needs, identify risks, and recommend practical solutions.
- Deep understanding of compensation principles, internal equity, market competitiveness, FLSA, wage transparency, and pay equity requirements
- Experience working in union environments, healthcare operations, or large multi-site organizations preferred.
- Ability to mentor others, influence without authority, manage confidential information, and operate with a high degree of discretion and professionalism.
The ideal candidate will be:- A proactive problem-solver who anticipates issues and brings forward thoughtful recommendations.
- Comfortable operating independently in ambiguous or complex situations.
- Highly analytical, but able to translate data into practical business insights.
- Polished and confident in communication with senior leaders and executives.
- Skilled at balancing market competitiveness, internal equity, budget realities, and operational needs.
- Collaborative, credible, and trusted by HR and business stakeholders.
- Ready to serve as a senior individual contributor with potential to grow into a compensation leadership role.
