Associate Director, Compensation

WellMed Optum Florida; Tampa (FL); On-site; USD 150,000 - 210,000; Full time

Job summary

WellMed Optum Florida is seeking an experienced Associate Director, Compensation to design, implement, and lead scalable compensation programs that support growth, talent attraction, and retention in a private equity-backed value-based care setting.

You will partner with executives across HR, Finance, Operations, and Talent Acquisition to establish governance, salary structures, incentive plans, and market pricing, leveraging analytics, automation, and AI-enabled capabilities to reduce

Qualifications

• Bachelor's degree in Human Resources, Finance, Business Administration, or related field.
• 8+ years of progressive compensation experience.
• Experience designing and administering broad-based compensation programs across multiple employee populations.
• Demonstrated experience building or enhancing compensation programs, infrastructure, processes, or governance frameworks.
• Strong expertise in incentive design, market pricing, salary structures, job architecture, and compensation governance.
• Advanced analytical, financial modeling, and quantitative problem-solving skills.
• Strong stakeholder management, consulting, and executive communication capabilities.
• Proficiency with compensation systems, HRIS platforms, and data analysis tools.

Responsibilities

• Partner in the development and execution of the organization's compensation philosophy, governance framework, operating model, and supporting processes.
• Design and implement compensation strategies aligned with private equity value creation objectives, growth, and value-based care models.
• Establish compensation governance processes, policies, approval workflows, and controls.
• Build scalable compensation infrastructure capable of supporting acquisitions, integrations, and organizational growth.
• Lead annual compensation processes, including merit planning, market reviews, salary administration, incentive planning, and budgeting activities.
• Ensure compensation programs remain competitive, equitable, compliant, and aligned with business objectives.
• Design, administer, and continuously enhance compensation programs across corporate, operational, shared services, and non-provider clinical populations.
• Develop and maintain salary structures, job architecture, career frameworks, and market pricing methodologies.
• Partner with HR and business leaders to evaluate roles and ensure alignment of compensation levels with organizational strategy and market competitiveness.
• Conduct compensation benchmarking and market analyses to support pay decisions and workforce planning.
• Provide guidance on compensation actions including promotions, transfers, organizational redesigns, and new role creation.
• Support pay equity reviews and compensation compliance initiatives.
• Design and administer short-term incentive programs aligned with organizational growth, operational performance, quality outcomes, and financial objectives.
• Develop incentive frameworks supporting business priorities, including: Quality and service outcomes, Employee and patient experience measures, Operational efficiency metrics, Productivity measures, Cost management objectives, Growth and expansion initiatives.
• Partner with Finance to model compensation expenses, incentive funding scenarios, and return-on-investment analyses.
• Establish governance and controls around incentive design, administration, and reporting.
• Monitor incentive program effectiveness and recommend adjustments to drive desired business outcomes.
• Help build a modern, technology-enabled compensation function emphasizing automation, analytics, and intelligent decision support.
• Leverage AI and advanced analytics to improve: Market pricing efficiency, Compensation analysis and modeling, Workforce analytics, Compensation administration, Reporting automation
• Develop dashboards, metrics, and reporting tools to support compensation decision-making.
• Implement and optimize compensation technologies that reduce manual administration and improve process efficiency.

Skills

Compensation strategy

Incentive design

Market pricing

Salary structures

Job architecture

Governance frameworks

Advanced analytics

Executive communication

HRIS proficiency

Leadership

Education

Bachelor's degree in Human Resources, Finance, or related field

CCP certification preferred

Advanced degree preferred

Tools

HRIS platforms

Compensation management software

Job description

We are seeking an experienced, strategic, and execution-oriented Associate Director, Compensation to help build and lead the compensation function for a private equity-backed value-based care organization. This role will design, implement, and manage scalable compensation programs, governance structures, and operational processes that support organizational performance, talent attraction, employee retention, and enterprise value creation.

This role requires a builder mindset and comfort operating in ambiguity while establishing foundational compensation infrastructure. The Associate Director will partner closely with executive leadership, Human Resources, Finance, Operations, Talent Acquisition, and business leaders to create compensation programs aligned with organizational growth objectives, workforce scalability, and evolving healthcare business needs.

The ideal candidate will leverage technology, analytics, automation, and AI-enabled capabilities to develop an efficient, data-driven compensation function that minimizes administrative complexity while maximizing business impact.

Key Responsibilities

• Partner in the development and execution of the organization's compensation philosophy, governance framework, operating model, and supporting processes.
• Design and implement compensation strategies aligned with:
• Private equity value creation objectives
• Organizational growth and scalability
• Value-based care business models
• Workforce attraction and retention goals
• Establish compensation governance processes, policies, approval workflows, and controls.
• Build scalable compensation infrastructure capable of supporting acquisitions, integrations, and organizational growth.
• Lead annual compensation processes, including merit planning, market reviews, salary administration, incentive planning, and budgeting activities.
• Ensure compensation programs remain competitive, equitable, compliant, and aligned with business objectives.

Broad-Based Compensation Design

• Design, administer, and continuously enhance compensation programs across corporate, operational, shared services, and non-provider clinical populations.
• Develop and maintain salary structures, job architecture, career frameworks, and market pricing methodologies.
• Partner with HR and business leaders to evaluate roles and ensure alignment of compensation levels with organizational strategy and market competitiveness.
• Conduct compensation benchmarking and market analyses to support pay decisions and workforce planning.
• Provide guidance on compensation actions including promotions, transfers, organizational redesigns, and new role creation.
• Support pay equity reviews and compensation compliance initiatives.

Incentive Compensation & Performance Programs

• Design and administer short-term incentive programs aligned with organizational growth, operational performance, quality outcomes, and financial objectives.
• Develop incentive frameworks supporting business priorities, including:
• Quality and service outcomes
• Employee and patient experience measures
• Operational efficiency metrics
• Productivity measures
• Cost management objectives
• Growth and expansion initiatives
• Partner with Finance to model compensation expenses, incentive funding scenarios, and return-on-investment analyses.
• Establish governance and controls around incentive design, administration, and reporting.
• Monitor incentive program effectiveness and recommend adjustments to drive desired business outcomes.
• Help build a modern, technology-enabled compensation function emphasizing automation, analytics, and intelligent decision support.
• Leverage AI and advanced analytics to improve:
• Market pricing efficiency
• Compensation analysis and modeling
• Workforce analytics
• Compensation administration
• Reporting automation
• Develop dashboards, metrics, and reporting tools to support compensation decision-making.
• Implement and optimize compensation technologies that reduce manual administration and improve process efficiency.

Leadership & Partnership

• Serve as a compensation subject matter expert and trusted advisor to HR and business leaders.
• Partner closely with Human Resources Business Partners, Finance, Talent Acquisition, Operations, and executive stakeholders.
• Deliver data-driven recommendations that support organizational priorities and workforce strategies.
• Influence leaders through strong analytical capabilities, business acumen, and consultative problem-solving.
• Support change management efforts associated with compensation program design and implementation.
• Mentor and develop compensation team members as the function grows.

Qualifications

Required

• Bachelor's degree in Human Resources, Finance, Business Administration, or related field.
• 8+ years of progressive compensation experience.
• Experience designing and administering broad-based compensation programs across multiple employee populations.
• Demonstrated experience building or enhancing compensation programs, infrastructure, processes, or governance frameworks.
• Strong expertise in incentive design, market pricing, salary structures, job architecture, and compensation governance.
• Advanced analytical, financial modeling, and quantitative problem-solving skills.
• Strong stakeholder management, consulting, and executive communication capabilities.
• Proficiency with compensation systems, HRIS platforms, and data analysis tools.

Preferred

• Experience within healthcare, value-based care, healthcare services, or other multi-site service organizations.
• Experience supporting growth, transformation, acquisitions, or integration environments.
• Knowledge of non-provider clinical, operational, and corporate workforce compensation practices.
• Experience implementing compensation technologies, analytics platforms, and AI-enabled solutions.
• Certified Compensation Professional (CCP) certification and/or advanced degree preferred.