Lead Compensation Analyst
Ensemble Health PartnersThank you for considering a career at Ensemble Health Partners!
Ensemble Health Partners is a leading provider of technology-enabled revenue cycle management solutions for health systems, including hospitals and affiliated physician groups. They offer end-to-end revenue cycle solutions as well as a comprehensive suite of point solutions to clients across the country.
Ensemble keeps communities healthy by keeping hospitals healthy. We recognize that healthcare requires a human touch, and we believe that every touch should be meaningful. This is why our people are the most important part of who we are. By empowering them to challenge the status quo, we know they will be the difference!
O.N.E Purpose:
Customer Obsession: Consistently provide exceptional experiences for our clients, patients, and colleagues by understanding their needs and exceeding their expectations.
Embracing New Ideas: Continuously innovate by embracing emerging technology and fostering a culture of creativity and experimentation.
Striving for Excellence: Execute at a high level by demonstrating our “Best in KLAS” Ensemble Difference Principles and consistently delivering outstanding results.
The Opportunity:
CAREER OPPORTUNITY OFFERING:
- Bonus Incentives
- Paid Certifications
- Tuition Reimbursement
- Comprehensive Benefits
- Career Advancement
- This position starts at $111,800. Final compensation depends on experience.
By embodying our core purpose of customer obsession, new ideas, and driving innovation, and delivering excellence, you will help ensure that every touchpoint is meaningful and contributes to our mission of redefining the possible in healthcare.
The Lead Compensation Analyst plays a critical role in shaping and maintaining the organization's compensation programs. This position is responsible for conducting in-depth analysis, interpreting compensation data, and ensuring competitive and equitable pay practices across the organization.
Key Responsibilities:
Customer Obsession: Consistently provide exceptional experiences for our clients, patients, and colleagues by understanding their needs and exceeding their expectations.
Embracing New Ideas: Continuously innovate by embracing emerging technology and fostering a culture of creativity and experimentation.
Striving for Excellence: Execute at a high level by demonstrating our “Best in KLAS” Ensemble Difference Principles and consistently delivering outstanding results.
- Evaluate job roles across the organization, documenting responsibilities and requirements in clear, standardized job descriptions.
- Be a Strategic Partner:
- Serve as a trusted advisor to business leaders, HR partners, and cross-functional teams by fostering open communication, understanding stakeholder needs, and delivering value-added compensation support.
- Develop and maintain strong partnerships with HR Business Partners, Recruiters, Finance, Legal, HRIS, and other key partners to ensure alignment and consistency in compensation practices
- Partner with peers across functions to share best practices and consider enterprise impacts of compensation decisions.
- Business Literacy and Analysis:
- Assess business priorities and analyze compensation data and trends to deliver forward-thinking actionable recommendations to the business that align pay strategies with organizational goals, talent needs, and market dynamics in an executive-ready manner.
- Leverage business knowledge and compensation analysis to influence the design of the job catalog, base pay structures, differentials, and other compensation programs.
- Execution:
- Support the annual compensation planning cycle, including merit and bonus programs, while ensuring readiness of key stakeholders.
- Conduct and participate in market pricing and benchmarking to inform compensation decisions and maintain competitiveness that are in alignment with business priorities.
- Review compensation in job offers for reasonableness and alignment with company practices and guidelines, influencing the business and talent acquisition partners as necessary to support equitable decisions.
- Manage readiness activities for the business in relation to enterprise-wide compensation programs and processes changes, while partnering closely with the HRIS team to implement systemic changes.
- Lead compensation workstreams for key business changes.
- Ensure business-specific compensation practices comply with internal policies, regulatory requirements, and risk management standards.
- Communicate complex compensation concepts clearly to non-compensation audiences, including senior leaders.
- Provide guidance and mentorship to junior team members.
Qualifications:
- Bachelor’s degree in Human Resources, Business Administration, or a related field.
- Minimum of 6 years of experience in compensation analysis or related HR functions.
- Expert knowledge of compensation principles, job evaluation methodologies, and market analysis techniques.
- Strong analytical skills with the ability to collect, interpret, and evaluate data to make informed decisions about compensation structures and market competitiveness that align with business need
- Excellent communication and interpersonal skills, with the ability to advise senior stakeholders and influence outcomes
- Experience with compensation survey tools and HRIS systems preferred.
- Experience in compensation consulting, total rewards, or human resources business partner space with a focus on business partnership and relationship management
- Experience supporting line of business leaders with compensation planning and market analysis
Required Certifications:
HFMA Certified Revenue Cycle Representative (CRCR) within 9 months of hire or other approved job relevant certification
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Join an award-winning company
Five-time winner of “Best in KLAS” 2020-2022, 2024-2025
Black Book Research's Top Revenue Cycle Management Outsourcing Solution 2021-2024
22 Healthcare Financial Management Association (HFMA) MAP Awards for High Performance in Revenue Cycle 2019-2024
Leader in Everest Group's RCM Operations PEAK Matrix Assessment 2024
Clarivate Healthcare Business Insights (HBI) Revenue Cycle Awards for strong performance 2020, 2022-2023
Energage Top Workplaces USA 2022-2024
Fortune Media Best Workplaces in Healthcare 2024
Monster Top Workplace for Remote Work 2024
Great Place to Work certified 2023-2024
Innovation
Work-Life Flexibility
Leadership
Purpose + Values
Bottom line, we believe in empowering people and giving them the tools and resources needed to thrive. A few of those include:
- Associate Benefits – We offer a comprehensive benefits package designed to support the physical, emotional, and financial health of you and your family, including healthcare, time off, retirement, and well-being programs.
- Our Culture – Ensemble is a place where associates can do their best work and be their best selves. We put people first, last and always. Our culture is rooted in collaboration, growth, and innovation.
- Growth – We invest in your professional development. Each associate will earn a professional certification relevant to their field and can obtain tuition reimbursement.
- Recognition – We offer quarterly and annual incentive programs for all employees who go beyond and keep raising the bar for themselves and the company.
Ensemble Health Partners is an equal employment opportunity employer. It is our policy not to discriminate against any applicant or employee based on race, color, sex, sexual orientation, gender, gender identity, religion, national origin, age, disability, military or veteran status, genetic information or any other basis protected by applicable federal, state, or local laws. Ensemble Health Partners also prohibits harassment of applicants or employees based on any of these protected categories.
Ensemble Health Partners provides reasonable accommodations to qualified individuals with disabilities in accordance with the Americans with Disabilities Act and applicable state and local law. If you require accommodation in the application process, please contact TA@ensemblehp.com.
This posting addresses state specific requirements to provide pay transparency. Compensation decisions consider many job-related factors, including but not limited to geographic location; knowledge; skills; relevant experience; education; licensure; internal equity; time in position. A candidate entry rate of pay does not typically fall at the minimum or maximum of the role’s range.
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