Compensation Manager (Onsite- Gainesville, GA)

About the Role

The Compensation Manager is responsible for the design, administration, and continuous improvement of the compensation programs supporting a multi-entity health system, including acute care hospitals, physician practices, outpatient clinics, and system services. This role partners closely with HR Business Partners, Finance, Talent Acquisition, and operational leaders to ensure compensation programs are competitive, compliant, fiscally responsible, and aligned with organizational strategy. The Compensation Manager provides leadership and subject-matter expertise related to job architecture, market pricing, pay practices, and incentive programs for non-physician roles.

Minimum Qualifications

• Licensure or other certifications: Certified Compensation Professional (CCP) or SPHR
• Educational Requirements: Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or related field
• Minimum Experience: 5+ years of progressive compensation experience, preferably within a health system, hospital, or large complex organization. Strong knowledge of healthcare labor markets, including clinical and non-clinical roles. Demonstrated experience with market pricing, incentive design, and compensation governance. Advanced analytical skills and high proficiency with Excel and HRIS systems.

Preferred Qualifications

• Preferred Licensure or other certifications: None specified
• Preferred Educational Requirements: None specified
• Preferred Experience: None specified

Knowledge, Skills, and Abilities

• Healthcare compensation expertise with strong business acumen
• Ability to interpret complex market data and translate insights into recommendations
• Strong consultative and communication skills
• High attention to detail with the ability to balance consistency and flexibility
• Ability to manage sensitive information with discretion
• Comfort operating in a fast-paced, highly regulated environment

Essential Tasks and Responsibilities

• Strategic Compensation Management: Manage and support system-wide compensation programs, including base pay structures, market pricing, incentive plans, and special pay practices. Translate organizational strategy, labor market conditions, and workforce needs into effective compensation solutions. Assess and recommend changes to compensation philosophy, structures, and policies to remain competitive within healthcare labor markets.
• Market Pricing & Job Architecture: Lead job evaluation and market pricing activities for clinical, non-clinical, leadership, and corporate roles in a health system environment. Maintain job architecture frameworks (job families, career ladders, levels, titles) with particular attention to clinical progression models. Participate in healthcare compensation surveys and interpret data for decision-making.
• Incentive & Pay Program Oversight: Support the design, administration, and ongoing evaluation of incentive and variable pay programs, including performance-based and operational incentives. Ensure incentive programs align with organizational goals, quality metrics, patient care priorities, and financial sustainability. Partner with Finance and leadership to ensure incentive affordability and appropriate governance.
• Compliance & Governance: Ensure compliance with federal, state, and local compensation-related regulations, including Fair Labor Standards Act (FLSA), pay equity laws, and internal audit standards. Support internal controls, pay equity analyses, and compensation audits. Maintain documentation, policies, and procedures supporting consistent and defensible compensation decisions.
• Operational & Consultative Support: Serve as a trusted advisor to HR Business Partners and leaders on compensation decisions related to hiring, promotions, reclassifications, restructures, and retention actions. Review and approve compensation requests in accordance with policy, market data, and budget guidelines. Provide compensation education and training to leader and staff audiences.
• Data, Reporting & Analytics: Develop and analyze compensation data, trends, and reports to support workforce planning, budgeting, and leadership decision-making. Partner with HRIS, Payroll, and Finance teams to ensure accurate compensation data governance and reporting.
• Team & Project Leadership: Manage and mentor compensation analysts. Manage compensation-related projects, including annual market reviews, merit and incentive cycles, and system expansions, or integrations.

Physical Demands

• Weight Lifted: Up to 20 lbs, Occasionally 0-30% of time
• Weight Carried: Up to 20 lbs, Occasionally 0-30% of time
• Vision: Heavy, Constantly 66-100% of time
• Kneeling/Stooping/Bending: Occasionally 0-30%
• Standing/Walking: Occasionally 0-30%
• Pushing/Pulling: Occasionally 0-30%
• Intensity of Work: Constantly 66-100%
• Job Requires: Reading, Writing, Reasoning, Talking, Keyboarding, Driving