Compensation Director jobs in New Haven, CT

• 1. Interacts with CEO?s, CMO?s, Executive leadership, providers, administrators, and other key stakeholders to understand staffing needs and timing.
• 2. Directs the day-to-day operations of the Provider Compensation function, overseeing the work of Consultants and Analysts as appropriate.
• 3. Where permissible, leads the development and delivery of FMV assessments and commercial reasonableness reviews. When necessary, acts as a liaison to third parties who provide such assessments.
• 4. Develops and delivers education for providers, administrators, and recruiters on the importance of complying with YNHHS policies related to FMV and other regulatory aspects of physician compensation.
• 5. Works effectively with provider compensation survey data to ensure appropriate benchmarking of all provider roles and ensures YNHHS participates in necessary surveys of provider compensation. Develops appropriate blended data points for positions with more than one distinct role, based on a thorough understanding of the roles.
• 6. Collaborates with internal and external resources (e.g., consultants) to design, develop and recommend provider compensation programs, including base pay, incentive programs, and pay practices (e.g., moonlighting, differentials and on-call pay).
• 7. Responsible for the development of compensation program communications.
• 8. Designs, develops and maintains documentation of relevant provider compensation programs (e.g. Provider Compensation Guide), including administrative guidelines, approved compensation ?grids?, benchmarks, and other processes to support provider compensation policies.
• 9. Performs research on various provider compensation issues and topics to ensure that the Health System is using compensation techniques and programs appropriate for each culture and business.
• 10. Reviews and determines appropriate total cash compensation for physicians based on individual arrangements for each physician.
• 11. Maximizes the utilization of compensation software and databases to streamline this process. Participates in analysis of survey results and formulates recommendations to maintain desired competitive position in selected markets.
• 12. Develops and maintains strong end-user skills related to Human Resources Information System (HRIS) as it pertains to provider compensation programs.
• 13. Works closely with staff across the Health System to ensure the proper maintenance of provider data and information; develops and implements solutions to any problems which may arise.
• 14. Works with leadership to develop Provider position descriptions and specifications for budget-approved and proposed positions within the Health System. Reviews job descriptions with managers and incumbents to verify responsibilities and specifications. Develops recommendations regarding classification and TCC information for approved evaluation requests.
• 15. Participates as a member of various organization-wide teams and committees.
• 16. Supports the Compensation function through the completion of additional tasks and fulfillment of additional duties, as needed.

EDUCATION

Position requires a Bachelor's Degree; Master's Degree preferred.

EXPERIENCE

A minimum of three to six years experience leading the development, design, and communication of complex physician compensation arrangements.

LICENSURE

NA

SPECIAL SKILLS

In-depth understanding of federal laws impacting physician compensation (e.g., Stark, Anti-Kickback Statute, Civil Monetary Penalties). Excellent interpersonal skills with ability to communicate effectively, both orally and in writing, with all levels of the organization. Demonstrated ability to function effectively in a team environment. Ability to quickly develop strong knowledge of organizational structure and reporting relationships. Demonstrated research, analytical and critical thinking skills. Ability to plan, coordinate and administer complex administrative policies, systems and processes. Ability to make administrative and procedural decisions and judgments regarding sensitive, confidential issues. Strong working knowledge of Microsoft Windows Office Suite, with Advanced end-user skills in Excel. Knowledge of Human Resource Information Systems with ability to learn specific HRIS applications. Ability to interpret complex material from various sources.

PHYSICAL DEMAND

Primarily sedentary work sitting within typical office setting . Requires occasional ability to lift, push and pull objects such as files and office supplies up to 30 pounds and/or continuously up to 10 pounds; and occasional moving about on foot to accomplish tasks, walking long distances or moving from one work site to another. Frequent use of telephones requiring ability to hear and speak to clearly convey detailed or important information; and continuous use of computer and other office equipment requiring fingering and strong keyboarding skills .