Provider Compensation Consultant *Remote*

Provider Compensation Consultant Remote  Candidates residing in California are encouraged to apply. 

The Provider Compensation Consultant is a trusted advisor and strategic partner within Providence, responsible for shaping and managing provider compensation programs that drive organizational success. This role combines expertise in healthcare economics, regulatory compliance, and data analytics to design compensation structures that are fair, competitive, and in support of with Providence’s strategic initiatives- all with an eye to FMV and commercial reasonableness.  The consultant leads efforts to develop and implement compensation plans, ensuring they reflect market benchmarks, organizational sustainability, and legal compliance.

 In addition to technical expertise, the consultant plays a critical role in advising leadership on strategic workforce planning. This position requires strong communication skills and collaboration with HR, Finance, Legal, compliance, and operational leaders to integrate compensation strategies with broader organizational goals.  The consultant guides communication and education efforts to promote transparency and understanding among providers and stakeholders. Through proactive risk management and adherence to regulatory standards, this role safeguards Providence against compliance exposure while supporting recruitment, retention, and performance initiatives.

Providence caregivers are not simply valued – they’re invaluable. Join our team at Health Services Integration and thrive in our culture of patient-focused, whole-person care built on understanding, commitment, and mutual respect. Your voice matters here, because we know that to inspire and retain the best people, we must empower them.

Required Qualifications: 

• Bachelor's Degree in Healthcare, Human Resources, Business, Finance, or related area or an equivalent combination of education and experience
• 2 years of demonstrated experience some, if not all, of the following:  provider compensation design, finance, physician practice management and/or project and change management.
• Experienced with a variety of forecasting and modeling techniques. 

Preferred Qualifications:

• Experience as a strategic partner/consultant.
• Proven ability to design and evaluate physician compensation using foundation-based models, PSAs, and MDAs within California regulatory frameworks.
• Understanding of valuation methodologies for provider services, including regulatory standard and commercial reasonableness.
• Ability to analyze cost structures, productivity metrics, and economic drivers in healthcare delivery.
• Proficiency in interpreting compensation survey data and applying it consistently to avoid bias.
• Ability to build compensation models that align with organizational goals, market trends, and sustainability.
• Identifying compliance risks and financial exposure in compensation structures.
• Crafting plans that balance equity, recruitment, retention, and performance incentives while supporting organizational strategy.
• Aligning provider compensation with broader workforce planning and operational goals.
• Guiding stakeholders through complex changes in compensation philosophy and structure.

Salary Range by Location:

California: Humboldt: Min: $40.98, Max: $64.88

California: All Northern California - Except Humboldt: Min:$46.91, Max: $72.82

California: All Southern California - Except Bakersfield: Min: $41.81, Max: $64.91

California: Bakersfield: Min: $40.11, Max: $62.27

Why Join Providence?

Our best-in-class benefits are uniquely designed to support you and your family in staying well, growing professionally, and achieving financial security. We take care of you, so you can focus on delivering our Mission of caring for everyone, especially the most vulnerable in our communities.

Accepting a new position at another facility that is part of the Providence family of organizations may change your current benefits. Changes in benefits, including paid time-off, happen for various reasons. These reasons can include changes of Legal Employer, FTE, Union, location, time-off plan policies, availability of health and welfare benefit plan offerings, and other various reasons.