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MINIMUM QUALIFICATIONS:

EDUCATION, CERTIFICATION, AND/OR LICENSURE:

1. Bachelor’s degree in Business, Healthcare/Administration, Finance or related field.

EXPERIENCE:

1. Ten (10) years of compensation design experience in healthcare, health system, or multi-site medical groups with seven (7) years of experience specific to provider compensation.

2. Five (5) years of leadership/people management experience.

3. In depth knowledge of provider compensation methodologies and market trends.

4. Solid foundation in understanding and analysis of business financials.

5. Strong analytical and problem-solving skills, excellent communication and interpersonal skills, and proficiency in compensation software and tools.

PREFERRED QUALIFICATIONS:

EDUCATION, CERTIFICATION, AND/OR LICENSURE:

1. Master's degree in human resources, industrial relations, business administration, or related field.

2. Certified Compensation Professional (CCP) or similar certification.

EXPERIENCE:

1. Experience in an academic health center environment or a large multi-specialty physician group practice, a vertically integrated health system, or multi-site physician practice preferred.

2. Experience in the oversight of provider compensation management applications.

CORE DUTIES AND RESPONSIBILITIES: The statements described here are intended to describe the general nature of work being performed by people assigned to this position.  They are not intended to be constructed as an all-inclusive list of all responsibilities and duties.  Other duties may be assigned.

1. Compensation Strategy Development: Design, develop, and implement compensation strategies and models that support WVU Medicine's strategic objectives and promote competitive and fair pay practices for both physicians and APPs.

2. Program Management: Manage and oversee all aspects of physician and APP compensation programs, including salary and incentives

3. Compliance: Ensure all compensation plans comply with federal, state, and local regulations, including Stark Law and Fair Market Value, as well as organizational policies and procedures.

4. Data Analysis: Conduct regular analysis of compensation data to identify trends, benchmark against industry standards, and make recommendations for adjustments.

5. Stakeholder Collaboration: Work closely with leadership, human resources, WVUHS Total Rewards/Compensation leadership, finance, and other departments to develop and communicate compensation strategies and practices including strategic input for future planning and growth.

6. Performance Management: Partner with leadership to ensure compensation plans are aligned with performance metrics and organizational goals; Familiarity with productivity metrics such as wRVUs.

7. Reporting: Prepare and present regular reports on compensation program effectiveness and provide insights to enhance decision-making processes; conduct recurring benchmarking for base and total compensation using industry surveys.

8. Education and Training: Educate physicians, APPs, and staff on compensation plans, policies, and procedures. 

9. Financial and Business Acumen: Mindful management of budgets and forecasts for forward-looking implementations and improvements.

10. Compensation Governance: Coordinate and support the physician/APP compensation committee.

PHYSICAL REQUIREMENTS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

SKILLS AND ABILITIES:

Additional Job Description:

Scheduled Weekly Hours:

Shift:

Exempt/Non-Exempt:

Company:

Cost Center:

Address:

Equal Opportunity Employer

West Virginia University Health System and its subsidiaries (collectively "WVUHS") is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. WVUHS strictly prohibits and does not tolerate discrimination against employees, applicants, or any other covered persons because of race, color, religion, creed, national origin or ancestry, ethnicity, sex (including gender, pregnancy, sexual orientation, and gender identity), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, or any other characteristic protected under applicable federal, state, or local law. All WVUHS employees, other workers, and representatives are prohibited from engaging in unlawful discrimination. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation, benefits, and termination of employment.