Physician Compensation Analyst (Remote, Hybrid or Onsite)

General Summary

Responsible for the planning, implementation, administration, communication, monitoring and ongoing management of all compensation programs for employed and contracted physicians under the guidance and direction of the Physician Recruitment Manager. Ensures compensation structures are aligned with organizational goals, market competitiveness, regulatory compliance (including Stark Law and Anti-Kickback Statute), and provider productivity benchmarks.

Principal Job Functions

• Commits to the mission, vision, beliefs and consistently demonstrates our core values.
• PARTNERS WITH LEADERSHIP TO DESIGN COMPENSATION PLANS THAT SUPPORT RECRUITMENT, RETENTION, CLINICAL PERFORMANCE, AND ORGANIZATIONAL STRATEGY.
• MANAGES AND OVERSEES MONTHLY, QUARTERLY, AND ANNUAL COMPENSATION CALCULATIONS, PAYMENTS AND REPORTING.
• DEVELOPS STRATEGIES TO DRIVE EMPLOYEE AWARENESS AND UNDERSTANDING OF ALL COMPENSATION PROGRAMS.
• LEADS BRYAN HEALTH THROUGH REGULAR BENCHMARKING CYCLES USING BEST PRACTICES TO ANALYZE AND ASSESS MARKET DATA AND INDUSTRY TRENDS TO MAINTAIN A COMPETITIVE REWARD PACKAGE.
• REVIEWS AND RECOMMENDS CHANGES TO CONTRACTS AND COMPENSATION STRUCTURES AS NECESSARY BASED ON PERFORMANCE, COMPLIANCE REVIEWS, OR MARKET CHANGES.
• ENSURES ALL PHYSICIAN COMPENSATION ARRANGEMENTS COMPLY WITH FEDERAL AND STATE REGULATIONS INCLUDING STARK LAW, ANTIKICKBACK STATUTE, AND IRS GUIDELINES.
• PARTNERS WITH HUMAN RESOURCES, LEGAL, COMPLIANCE, AND FINANCE TEAMS TO ENSURE PROPER DOCUMENTATION AND FAIR MARKET VALUE ASSESSMENTS.
• SERVES AS A SUBJECT MATTER EXPERT AND INTERNAL CONSULTANT ON PROVIDER COMPENSATION-RELATED MATTERS.
• PROVIDES REGULAR AND AD HOC REPORTS UPON REQUEST.
• PROVIDES EDUCATION AND COMMUNICATION TO LEADERSHIP AND PHYSICIANS ABOUT COMPENSATION STRUCTURES, METRICS, AND EXPECTATIONS.
• AIDES IN THE DEVELOPMENT AND MAINTENANCE OF APPROPRIATE HUMAN RESOURCE POLICIES AND PROCEDURES RELATED TO PROVIDERS.
• UTILIZES DATA AND CONDUCTS RESEARCH TO IDENTIFY TRENDS AND RECOMMEND NEW PLANS/PROGRAMS TO ENSURE ONGOING PROGRAM ALIGNMENT.
• ENSURES ALL VENDORS MEET SERVICE EXPECTATIONS.
• Maintains professional growth and development through seminars, workshops, and professional affiliations to keep abreast of latest trends in field of expertise.
• SERVES AS A TEAM MEMBER AND/OR LEADER IN MEETINGS, COMMITTEES, STRATEGIC PLANNING AND DEPARTMENT PROJECTS AS ASSIGNED.
• PERFORMS OTHER RELATED PROJECTS AND DUTIES AS ASSIGNED.

Required Knowledge, Skills And Abilities

• Knowledge in leading compensation design changes from concept to execution.
• Knowledge of the laws and regulations related to compensation.
• Knowledge of compensation survey tools such as MGMA or Gallagher.
• Knowledge of EHR systems and clinical productivity tracking tools.
• Knowledge of performance improvement, budgetary and financial methods and practices.
• Knowledge of organizational and human resource management standards and practices.
• Knowledge of management and leadership principles and practices.
• Knowledge of computer hardware equipment and software applications relevant to work functions.
• Excellent verbal and written communication skills.
• Excellent interpersonal and conflict resolution skills.
• Strong analytical and problem-solving skills.
• Strong supervisory and leadership skills.
• Skill in exactness and attention to detail.
• Skill in conflict diffusion and resolution.
• Strong ability to build rapport and create collaborative relationships.
• Ability to lead a team and work as a team member.
• Ability to perform crucial conversations with desired outcomes.
• Ability to establish and maintain effective working relationships with senior leadership, departmental directors, managers, supervisors and staff.
• Ability to maintain confidentiality relevant to sensitive information.
• Ability to make operational and management decisions in response to changing conditions.
• Ability to maintain regular and punctual attendance.

Education And Experience

• Bachelor’s degree required, with preference to a degree in Human Resources, Business Administration, Finance or related field.
• Minimum of five (5) years of progressive experience in compensation or healthcare finance, with minimum three (3) years directly managing physician compensation programs required.