Director, Compensation

📋 Description

• • Lead the strategic direction and execution of Included Health's comprehensive compensation programs, encompassing base pay, variable pay, bonuses, and equity-based initiatives, to attract, retain, and motivate a diverse and high-performing workforce.
• • Develop and champion a compelling compensation philosophy and strategy that aligns with the company's overall business objectives and reinforces Included Health's position as an employer of choice in a competitive talent market.
• • Design, implement, and refine the company's equity strategy, focusing on increasing employee understanding, perceived value, and the attractiveness of equity awards, while continuously adapting the program based on performance data and evolving market conditions.
• • Oversee and manage all core compensation processes, including annual merit cycles, bonus payouts, the administration of clinical compensation plans, and provide expert guidance on sales compensation design.
• • Take ownership of the preparation and execution of all Compensation Committee activities and Board updates, ensuring accurate reporting, insightful analysis, and clear communication of compensation-related matters to the Board of Directors.
• • Proactively research and analyze current and emerging market trends in compensation and total rewards, identifying opportunities to innovate and differentiate Included Health's offerings to gain a competitive edge in talent acquisition and retention.
• • Create and implement a robust and effective communication strategy to ensure all employees have a clear understanding of their compensation, the company's compensation philosophy, and the value of their total rewards package.
• • Manage, mentor, and develop a high-performing compensation team, fostering a culture of excellence, continuous learning, and professional growth, including the development of direct reports such as a Manager.
• • Serve as a primary subject matter expert, providing expert counsel and developing educational resources and programs for HR Business Partners, managers, and executives on compensation-related topics, including pay decisions, policy interpretation, and job evaluations.
• • Advise on and make recommendations for internal and external offers, particularly for executive and highly sought-after talent, ensuring competitive and equitable compensation packages that support successful recruitment and retention.
• • Collaborate closely with Legal, Finance, and external Executive Compensation Consultants to design, update, and effectively communicate executive compensation plans, ensuring compliance and alignment with governance standards.
• • Partner with cross-functional teams, including Benefits, Recruitment, Finance, and senior leadership, to provide strategic insights and thought leadership that shapes the company's overarching Total Rewards strategy, ensuring a cohesive and compelling employee value proposition.
• • Evaluate, select, implement, and maintain compensation and HRIS systems and tools that support the scalability and efficiency of compensation programs, ensuring the company can effectively manage its talent and compensation data as it grows.
• • Provide specialized expertise and guidance on clinical compensation programs, understanding the unique market dynamics and reward structures relevant to healthcare professionals.
• • Drive data-driven decision-making by leveraging advanced quantitative skills and data storytelling to synthesize complex compensation data into clear, actionable insights and compelling narratives for executive review and Board presentations.
• • Lead and navigate compensation-related change initiatives, building scalable structures and programs while ensuring strict adherence to all relevant regulatory and compliance requirements.
• • Manage vendor relationships and conduct RFPs for compensation and equity program support, ensuring the selection and management of partners that align with company goals and deliver exceptional service.
• • Act as a trusted advisor and influential partner to senior leaders and stakeholders across the organization, building strong relationships and driving consensus on compensation strategies and initiatives.
• • Develop and deliver comprehensive training programs for managers on how to effectively discuss compensation with their teams, fostering transparency and understanding.
• • Ensure the accurate and timely administration of all compensation-related processes, from job leveling and market pricing to annual reviews and bonus calculations.
• • Contribute to the development and refinement of performance management processes as they relate to compensation outcomes and rewards.
• • Stay abreast of best practices in compensation and total rewards, continuously seeking opportunities to enhance the effectiveness and competitiveness of Included Health's programs.