Provider Compensation Analyst - Compensation - FT - Day

Position Status:

Shift:

Hours per week:

Job Information
Exemption Status: Exempt

A Brief Overview
The Compensation Analyst serves as the primary resource for the integrity of the Physician and Provider compensation and productivity calculations, and is responsible for implementing and administering provider compensation programs. You will support the design and development of innovative, competitive, cost-effective compensation programs that enable us to attract, retain, and motivate our Physicians and Advanced Practice Providers. You will be solutions-oriented and have a strong ability to partner with the business to deliver client-focused results and practical solutions, as well as assist in the development of Physician and Provider compensation budgets.

Education Qualifications

• Bachelor's Degree Business, HR or other related field. Required

Experience Qualifications

• 3 years Analyst experience. A Bachelor's degree in Business, HR, Math, Finance or a related field may be substituted for experience. Required

Skills and Abilities

• Excellent mathematical, analytical, oral and written communication skills.

• Ability to manage ambiguity, inform and influence while working well with others in a collaborative team environment.

• Advanced spreadsheet and reporting capabilities.

What you will do

• Responsible for calculating, analyzing, and maintaining the Physician and Advanced Practice Provider compensation and productivity measures. Provides budgeting, forecasting, and decision support.

• Supports the execution of compensation-related initiatives such as salary structure modifications, health system integrations and re-organizations, cost modeling, and partners with HR team members and stakeholders to implement approved changes.

• Working closely with leadership, the finance team and recruiting, prepares and maintains compensation models, budgetary and actual forecasts and plans utilizing a variety of factors to include market data, trends, revenue changes, industry trends, recruiting challenges, etc

• Assists with the job evaluation process to include preparing and reviewing job descriptions as well as assisting the recruitment team and the hiring manager through the hiring process cycle. Evaluates jobs for grade placement and/or salary grade level changes.

• Serve as Comp Administrator for the Provider software application. Leverages systems in support of the organization and compensation programs. This includes hierarchy and organization set-up, compensation plan and wage structure administration, and productivity tracking and benchmarking.

• Supports the development of compensation communications, tools, and standard work.

• Evaluates compensation processes and makes recommendations for streamlining and simplifying administration.

• Participate and complete annual physician comp/ productivity surveys, practice operations surveys, and cost & revenue surveys.

• Demonstrated ability to collaborate with partners to develop and deliver business-driven compensation services and solutions.

• In collaboration with Finance, assist with monthly accounting entries related to provider compensation for accurate accruals and journal entries.

Travel Requirements

• 5% To one of our campus locations - Topeka, Manhattan, Junction City and regional locations

Required for All Jobs

• Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health

• Performs other duties as assigned

Patient Facing Options

• Position is Not Patient Facing

Remote Work Guidelines

• Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards.

• Stable access to electricity and a minimum of 25mb upload and internet speed.

• Dedicate full attention to the job duties and communication with others during working hours.

• Adhere to break and attendance schedules agreed upon with supervisor.

• Abide by Stormont Vail’s Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually.

Remote Work Capability

• Hybrid

Scope

• No Supervisory Responsibility

• No Budget Responsibility

Physical Demands

• Balancing: Rarely less than 1 hour

• Carrying: Rarely less than 1 hour

• Climbing (Stairs): Rarely less than 1 hour

• Driving (Automatic): Rarely less than 1 hour

• Eye/Hand/Foot Coordination: Frequently 3-5 Hours

• Feeling: Rarely less than 1 hour

• Grasping (Fine Motor): Frequently 3-5 Hours

• Grasping (Gross Hand): Rarely less than 1 hour

• Handling: Rarely less than 1 hour

• Hearing: Frequently 3-5 Hours

• Kneeling: Rarely less than 1 hour

• Lifting: Occasionally 1-3 Hours up to 10 lbs

• Operate Foot Controls: Occasionally 1-3 Hours

• Pulling: Occasionally 1-3 Hours up to 10 lbs

• Pushing: Occasionally 1-3 Hours up to 10 lbs

• Reaching (Forward): Rarely less than 1 hour

• Reaching (Overhead): Rarely less than 1 hour

• Repetitive Motions: Frequently 3-5 Hours

• Sitting: Continuously greater than 5 hours

• Standing: Frequently 3-5 Hours

• Stooping: Rarely less than 1 hour

• Talking: Continuously greater than 5 hours

• Walking: Occasionally 1-3 Hours

Working Conditions

• Dusts: Rarely less than 1 hour

• Noise/Sounds: Rarely less than 1 hour

Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring, firing, pay, benefits, promotions, lateral movements, job training, and any other terms or conditions of employment.

Retaliation is prohibited against any person who files a claim of discrimination, participates in a discrimination investigation, or otherwise opposes an unlawful employment act based upon the above classifications.