Director, Faculty/Physician Compensation - School of Medicine

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Description

KEY RESPONSIBILITIES:

• As Director of Faculty and Physician Compensation, manages the design, implementation, and maintenance of physician compensation programs to ensure equitable, legally compliant and competitive pay practices.
• Develops and aligns strategies, initiatives, pay practices, and supporting infrastructure to achieve results that align with compensation and data analytics goals established within the enterprise.
• Serves as the subject matter expert in providing information on market trends and pay strategies that impact provider compensation.
• Models and develops compensation plans for specialty groups and individual sub-specialists, along with advising on best practices with PGP and SOM leadership.
• Responsible for overseeing high-level project-work and engaging in complex analytics pertaining to physician compensation and data analytics.
• Oversees the development and maintenance of databases, dashboards and custom reports/queries.
• Oversees the physician compensation and data analytics managers and analysts and serves as primary contact for external consultants.
• Partners with the Chief Operating Officer and Chief Business Officer, VP of HR PGP to determine which market surveys Emory will participate in.
• Also oversees the interpretation of surveys to ensure the maintenance of EHC's competitive position regarding benchmark jobs and the local, regional, and national markets.
• Works proactively with executive management on interpretation of existing compensation plans, including attending and leading monthly meetings, including but not limited to the physician compensation committee monthly meeting, and following up on outstanding questions/items regarding physician compensation.
• Partners with Physician Leadership and Administrators on Physician compensation design to ensure consistency as appropriate across PGP.
• Collaborates with PGP and SOM finance to perform financial modeling to ensure compliance with policies, regulatory requirements, enterprise mission and values, and financial constructs.
• Reviews market data reports and compiles market blended analysis for the determination of fair market-based compensation and productivity.
• Monitors all physician compensation programs for compliance will all pertinent regulations.
• Consults with and educates leaders on key regulatory developments and parameters.
• Oversees the development and implementation of new systems and databases relating to physician compensation and data analytics.
• Oversees the development, implementation and administration of compensation model standards for employed physicians, medical directors, and recruited physicians in collaboration with the Emory University SOM.
• Understands IRS intermediate sanctions, Stark Law, and Anti-Kickback Statute and has working familiarity with FMV concepts and national bench-marking.
• Keeps abreast of changes in physician compensation marketplace, including change from volume to value, and proposes changes to current physician compensation plans to keep pace with the market within legal and regulatory requirements.
• Serves as liaison to physician leadership in physician compensation design, changes, or interpretations of compensation plans or amendments and communication liaison with recruitment, operations, finance, human resources, and payroll.
• Manages broader seasonal compensation department activities such as annual market pricing, merit increases, etc. as needed.
• Performs related responsibilities as required.

MINIMUM QUALIFICATIONS:

• Bachelor's degree in Human Resources, Health Administration or related field required.
• Master's degree in Human Resources, Health Administration or related field preferred.
• CCP, PHR or SPHR preferred.
• Seven (7) years of relevant human resources/compensation/finance experience with a minimum of five (5) years of physician compensation experience required.
• Ability to function independently with a high level of autonomy and discretion.
• Knowledge of prevailing practices and regulatory developments in physician compensation.
• Ability to facilitate program design and create consensus.
• Ability to independently interact with leaders on matters of significance.
• Ability to develop financial models, cost projections and develop/manage budgets associated with provider remuneration programs.
• Strong communication skills (written and v