Overview Join to apply for the Director of Physician Compensation role at Capital Health (US) . Capital Health is the region's leader in providing progressive, quality patient care with significant investments in our exceptional physicians, nurses and staff, as well as advanced technology. Capital Health is a five-time Magnet-Recognized health system for nursing excellence and is comprised of 2 hospitals. Capital Health Medical Group is made up of more than 250 physicians and other providers who offer primary and specialty care, as well as hospital-based services, to patients throughout the region. Capital Health recognizes that attracting the best talent is key to our strategy and success as an organization. As a result, we aim for flexibility in structuring competitive compensation offers to ensure we can attract the best candidates. The listed minimum pay reflects compensation for a full-time equivalent (1.0 FTE) position. Actual compensation may differ depending on assigned hours and position status (e.g., part-time). Position Overview Minimum Salary: $156,300 Responsibilities Develops, implements, and administers physician compensation model standards for employed physicians and medical directors. Leads physician and provider market studies from inception to implementation, including data analysis, salary recommendations, cost projections, presentations and communication plans. Develops an understanding of all executed physician incentive compensation plans and contracts as well as departmental supplemental pay practices and policies. Provides guidance and support to CHMG leadership and finance colleagues in the interpretation and administration of CHMG physician and provider compensation programs policies and procedures. Provides clarification of physician and provider job design, organizational structure, job functions, and qualifications based on CHMG guidelines and practices. Assists with the process of collection, analysis, and reporting of data specific to organization wide physician compensation, including productivity while ensuring data integrity. Designs and maintains reports, auditing tools, databases and related documentation. Completes work documentation to support market data and audit results. Develops communications and reports that support the compensation plan and status. Develops and maintains systems and processes that support the overall physician compensation plans and policies, including maintaining complex databases and detailed records of activities and communications, complying with federal and state regulations. Accumulates physician productivity RVU data, patient experience scores and clinical protocol data detailed by provider, applies existing compensation model methodology within Excel-based model, and prepares physician compensation scorecards for base compensation adjustments currently occurring two times per year for all eligible physician providers across all specialties. Provides information on market trends and pay strategies impacting provider compensation. Meets with internal partners proactively to provide information and responds to ad-hoc requests related to compensation calculation, communication, and problem resolution in a confidential manner. Looks for opportunities in process improvement, makes recommendations and supports review, redesign, and implementation of changes. Prepares assigned monthly and standard reports and develops streamlined processes for actual and budget where appropriate. Develops basic reports from appropriate systems according to customer requests. Researches issues related to external, regulatory, payor and other forces impacting physician compensation. Translates technical financial and compensation-based terminology into terms understandable to all levels of leadership, associates, and external customers. Attends and participates in any compensation related meetings with assigned departments or practices. Supports projects through internal or external analysis. Works collaboratively with various departments to ensure correct physician payment occurs and performs audit responsibilities. Performs other duties as assigned. Minimum Requirements Education: Bachelor’s degree in business or healthcare field. Experience: Minimum five years relevant, professional experience including complex analytics, working on problems of diverse scope and developing initial improvement plans for review, technical understanding of complex databases and financial reporting. Other Credentials: Knowledge and Skills: Proficient in defining problems, data collection, establishing facts, and drawing conclusions. Must have excellent project management skills. Must have excellent verbal and written communication skills. Special Training: Proficient in Microsoft Office including Word, Excel and PowerPoint. Mental, Behavioral and Emotional Abilities: High level of discretion and strong analytical skills required. Usual Work Day: 8 Hours Physical Demands and Work Environment Frequent physical demands include: Sitting, wrist position deviation, pinching/fine motor activities, keyboard use/repetitive motion Occasional physical demands include: Standing, walking, climbing (e.g., stairs or ladders), carry objects, push/pull, twisting, bending, reaching forward, reaching overhead, squat/kneel/crawl, taste or smell, talk or hear Continuous physical demands include: Lifting Floor to Waist 10 lbs. Lifting Waist Level and Above 10 lbs. Sensory Requirements include: Accurate Near Vision, Accurate Far Vision, Accurate Color Discrimination, Accurate Depth Perception, Accurate Hearing Anticipated Occupational Exposure Risks Include the following: Dust/Particulate Matter Onboarding and Benefits Offers are contingent upon successful completion of our onboarding process and pre-employment physical. Capital Health will require all applicants to have an annual flu vaccine prior to start date, with the exception of individuals with medical and religious exemptions. For benefit eligible roles, the company provides a comprehensive and highly competitive benefits package, including health, retirement, PTO, and other benefits aligned to a diverse workforce. The salary listed is a good faith determination of potential base compensation and may be modified in the future. Base salary may be influenced by location, experience, education, credentials, negotiated contracts, budget, market data, and internal equity. Bonus and/or incentive eligibility are determined by role and level. Actual total compensation may vary based on experience and other criteria.

#J-18808-Ljbffr