Director of Compensation

Take the next step in your career now, scroll down to read the full role description and make your application. The Director of Compensation is a strategic leader responsible for the design, execution, and oversight of compensation programs across Baystate Health, including those for staff, providers, and executives. This role ensures that all compensation initiatives are competitive, compliant, equitable, and aligned with organizational goals. The Director leads a high‑performing team driving data‑informed decisions and developing innovative strategies that attract, retain, and motivate talent. The ideal candidate brings a deep understanding of healthcare operations and provider compensation, with the ability to communicate complex concepts with clarity and influence.

Position Summary The Director of Compensation plays a critical role in shaping Baystate Health's total rewards strategy, focusing on designing and managing compensation structures that support workforce engagement, organizational performance, and regulatory compliance. This includes leading the development and execution of base pay structures, incentive programs, executive and physician compensation plans, and market analyses.

This role reports to the Vice President of Human Resources Operations and Total Rewards and collaborates closely with HR leadership, Employee Relations, Legal, Finance, and operational leaders across the system.

Key Responsibilities

Lead the development and implementation of Baystate Health’s compensation philosophy, policies, and procedures with an emphasis on transparency, equity, and simplicity.

Serve as a key advisor to HR and business leaders, ensuring understanding and consistent application of compensation programs.

Direct the administration of annual compensation programs, including base pay adjustments, cost‑of‑living increases (COLA), incentive plans, market/equity reviews, and executive compensation cycles.

Oversee physician and provider incentive programs in collaboration with dedicated managers and HR partners.

Ensure continuous alignment with external market trends by managing and utilizing benchmarking tools and survey data (e.g., PayFactors).

Evaluate and recommend annual compensation adjustments, bonus structures, and total rewards strategies that enhance talent attraction, retention, and performance.

Monitor and analyze key metrics, such as turnover and exit interview data, to assess the impact of compensation programs.

Ensure compliance with federal, state, and local regulations regarding compensation practices, including pay equity laws and collective bargaining agreements.

Partner with Employee Relations and Legal to recommend policy changes based on evolving legislation and best practices. Collaborate with HRIS to maintain automated systems for compensation program administration.

Promote fair, consistent, and inclusive compensation practices across all levels of the organization.

Strategic Goals and Objectives

Develop a deep understanding of Baystate Health’s compensation systems, including provider and executive pay models.

Simplify and modernize compensation structures and processes.

Establish strong, trust‑based relationships with HR partners, leadership, and frontline teams through visible and proactive engagement.

Collaborate with Workforce Planning, Benefits, and Employee Health to ensure compensation strategies align with organizational goals and the Total Rewards framework.

Assess team capabilities, coach and mentor staff for growth and performance.

Optimize technology platforms (e.g., Workday, Halogen) for enhanced data management and compensation process efficiency.

Improve internal communication and employee understanding of total compensation offerings.

Qualifications Education & Certification

Required : Bachelor’s degree in Human Resources, Business, Finance, or a related field.

Preferred : Master’s degree (MBA or related) and/or Certified Compensation Professional (CCP) certification.

Experience

Minimum of 5+ years of progressive leadership experience in compensation, ideally in a healthcare or complex organizational setting.

Direct experience with provider and executive compensation is strongly preferred.

Experience with unionized environments and compensation in collective bargaining contexts is advantageous.

Proven track record of using technology and data to drive compensation strategies and improvements.

Skills & Competencies

Deep knowledge of compensation regulations, pay equity, and compliance requirements.

Strong analytical and project management skills; comfortable working with large data sets and translating insights into actionable recommendations.

Expertise in compensation systems and benchmarking platforms (e.g., Workday, PayFactors).

Excellent communication, interpersonal, and influencing skills—able to convey complex information clearly and build trust with stakeholders at all levels.

Strong leadership, coaching, and team development capabilities.

High level of emotional intelligence, maturity, and professionalism.

Proactive, collaborative, and solutions‑oriented mindset.

Hybrid opportunity Approved states to reside in include: AZ, CT, FL, GA, KS, MD, MA, MI, MS, MO, NH, NC, OH, PA, RI, SC, TN, TX, VT

THE ADVANTAGES OF WORKING WITH BAYSTATE!

Excellent Compensation

High-quality, low-cost medical, dental and vision and life insurance

403b retirement company match & annual company contribution increase based on years of service

Wellbeing programs that include but are not limited to mental, physical, and financial health

All correspondence can be directed to: Donna Novak, Manager of Talent Acquisition

Donna.novak@baystatehealth.org

#J-18808-Ljbffr