Job Description Summary
The Provider Compensation function manages compensation programs for physicians and advanced practice providers, including productivity models, quality incentives, and call pay. The function analyzes performance data and contracts to ensure fairness, compliance, and alignment with organizational goals, and collaborates with Finance, Legal, and Operations on plan design and execution.
Senior Provider Compensation Analyst works independently on enterprise-impact projects with limited supervision. Decisions impact project- and program-level outcomes. This job sets direction on methods and approach within the provider compensation domain and influences policies and procedures within the function, applying advanced subject-matter expertise to problems that span teams and processes.
How will you make an impact & Requirements
Key Responsibilities
• Own the end-to-end calculation and administration of complex provider compensation arrangements including productivity, quality, call pay, and administrative stipends.
• Analyze provider performance data and contract terms to identify payment discrepancies, market alignment issues, and compliance risks.
• Partner with Legal, Contracting, and Finance to evaluate new and amended provider compensation arrangements for Stark Law compliance and financial feasibility.
• Lead assigned compensation reporting workstreams, producing dashboards and analyses for physician operations and Finance leadership.
• Contribute to the design and improvement of provider compensation models, payment processes, and tracking systems.
• Mentor junior provider compensation staff and serve as a resource for complex calculation and compliance questions.
Compensation Range:
$77,417.00
to
$116,126.00
The anticipated base salary range represents the Company's good-faith estimate of the compensation it reasonably expects to pay for this position at the time of posting. Actual compensation will be determined based on factors including experience, skills, qualifications, geographic location, internal equity, and business needs.
