Senior Compensation Consultant Remote

About Tufts Medicine

Tufts Medicine is an innovative, mission-driven health system that unites the best of academic and community medicine to deliver exceptional, connected, and accessible care. Our system includes Tufts Medical Center, the principal teaching hospital of Tufts University and Tufts University School of Medicine, as well as Lowell General Hospital, Lowell General Hospital – Saints Campus, MelroseWakefield Hospital, Lawrence Memorial Hospital of Medford, Tufts Medicine Behavioral Health Hospital (opening Fall 2025), Tufts Medicine Care at Home, Tufts Medicine Integrated Network, and a network of 2,300 physicians across Massachusetts and southern New Hampshire. We treat the most complex conditions, keep our communities healthy, and bring research breakthroughs to life.

Job Overview

This position provides advice and counsel to Human Resources Business Partners and client department management on a variety of compensation programs and issues including design and development of reward programs such as incentives, recognition awards, etc.  This role provides analytical and consultative services in designing, delivering, and administering innovative compensation solutions/programs to assist clients with meeting their business needs.   In addition, this role conducts market analysis, performs job evaluations, develops job descriptions, etc. This position manages health system wide projects and functions as a subject matter expert and consultant to leadership and provides support and guidance to HR staff across Tufts Medicine.  This role assists with coordination of compensation team projects including advising and mentoring team members.

Job Description

Minimum Qualifications:

1. Bachelor’s degree in human resources, business administration, data analytics, finance, or a related field.

2. Seven (7) years of progressive compensation experience.

3. Experience with compensation plan design, benchmarking and survey data, incentive plan design, and administration.

Preferred Qualifications:

1. Master’s degree in human resources, business administration, economics, finance, or a related field.

2. Professional certification in compensation such as the Certified Compensation Professional (CCP) designation.

3. Experience with Workday.

4. Experience in healthcare compensation.

4. Experience with Compensation analytics tools such as Payfactors, etc.

Duties and Responsibilities: The duties and responsibilities listed below are intended to describe the general nature of work and are not intended to be an all-inclusive list.  Other duties and responsibilities may be assigned.

1. Performs analytical studies in a variety of compensation areas, such as internal and external equity, competitive pay practices, incentive compensation, and emerging trends.

2. Recommends policy and/or program changes.

3. Conducts job evaluations for new or revised positions to determine appropriate salary grade.

4. Evaluates and analyzes market data, determines FLSA status, and maintains appropriate documentation regarding the review.

5. Participates in the development and administration of the annual salary programs, to include analysis of market data, position-to-market, trends for merit budgets, pay differentials, salary increase project plan, communications, and instructions for processing merit raises, etc.

6. Designs, develops, and administers special compensation programs, such as special incentive programs, job evaluation studies, etc.

7. Develops and presents educational/training programs to managers and employees.

8. Reviews (and may approve or recommend approval of) a variety of compensation actions, such as promotions, above guideline job offers, off-cycle pay increases, etc.

9. Compiles and interprets survey results and identifies labor market trends to support the management of compensation programs.

10. Continuously conducts additional research beyond traditional salary survey results to ensure a comprehensive understanding of the compensation data and competitive labor markets.

11. Provides analytical tools that align with talent development, workforce planning and best in class HR analytics.

12. Builds and maintains reports, dashboards, and metrics and monitors the integrity and validity of the data reported.

13. Analyzes trends in compensation and build intelligence through reporting.

14. Works with large amounts of data and build tools to streamline the process.

15. Continually reviews, researches and analyzes compensation processes to identify and recommend changes to improve efficiency, effectiveness and overall quality of information.

16. Develops tools and information presentation methods to deliver information in the appropriate context and