Compensation Specialist

Colorado In Motion; Northern (KY); Hybrid; USD 90,000 - 120,000; Full time

Job summary

Confluent Health, LLC seeks a Compensation Specialist to own the enterprise compensation programs and run the annual merit and incentive cycle across 31 states and 850 locations.

The role prices jobs against the external market, maintains compensation data integrity, and partners with Total Rewards, People & Culture Technology, Payroll, Finance, and Talent Acquisition to translate data into actionable guidance for leadership.

Qualifications

• Bachelor’s degree or equivalent combination of education and experience.
• 3 years in compensation, people analytics, finance, payroll, or a comparable analytical role.
• Advanced Excel capability, including complex formulas, lookups, and large data set manipulation.
• Demonstrated analytical and problem-solving skills applied to quantitative work.
• Strong organizational and project coordination skills across multiple concurrent deadlines.
• Clear written and verbal communication with non-technical audiences.

Responsibilities

• Own end-to-end coordination of the annual merit and incentive cycle: timeline, system configuration, manager tools, approval routing, and payroll handoff.
• Build and maintain merit planning worksheets and budget allocation models; reconcile final awards to approved budget by business line.
• Prepare and quality-check compensation recommendation packets for leader review, including compa-ratio, range penetration, and performance context.
• Manage promotional, market, equity, and off-cycle reviews against defined criteria and approval thresholds.
• Drive the approval workflow to completion, escalating exceptions and stalled approvals rather than absorbing the delay.

Skills

Advanced Excel

Analytical thinking

Project coordination

Communication

Organizational skills

Education

Bachelor’s degree or equivalent

Tools

UKG

Power BI

Job description

Overview

The Compensation Specialist is the operational owner of Confluent Health’s enterprise compensation programs. This role runs the annual compensation cycle, administers incentive and bonus plans, prices jobs against the external market, andmaintainsthe data integrity that every downstream compensation decision depends on.

The work spans a clinically dense, geographically distributed workforceof10,000 employeesacross 850 locations in 31 states, with five business lines that carry different pay structures and incentive designs. Market conditions for licensed clinicians vary materially by geography, which makesaccuratepricing and disciplined structure maintenance a business issue rather than an administrative one.

This role partners closely with Total Rewards, People & Culture Technology, Payroll, Finance, Talent Acquisition, and operating leaders. Success is measured in accuracy, timeliness, and the ability to translate compensation data into recommendations that a non-compensation leader can act on.

Responsibilities

Annual Compensation Cycle — 30%

• Own end-to-end coordination of the annual merit and incentive cycle: timeline, system configuration, manager tools, approval routing, and payroll handoff.
• Build andmaintainmerit planning worksheets and budget allocation models; reconcile final awards to approved budget by business line.
• Prepare and quality-check compensation recommendation packets for leader review, includingcompa-ratio,rangepenetration, and performance context.
• Manage promotional, market, equity, and off-cycle reviews against defined criteria and approval thresholds.
• Drive the approval workflow to completionescalating exceptions and stalled approvals rather than absorbing the delay.

Market Pricing & Salary Structure — 25%

• Match jobs topublishedsurvey data and price roles across clinical, clinic leadership, and corporate job families in 31 states.
• Maintain salary structures, pay grades, and geographic differentials; recommend annual structure movement based on survey aging andobservedmarket movement.
• Run internal equity and compression analysis, with particular attention to incumbent clinicianpayrelativeto new-hire market rates.
• Translate market findings into written recommendations witha clearcost implication and a clear recommended action.
• Monitor market trends and regulatory movement affecting clinical and multi-state pay practices; surface issues before they become escalations.

Incentive & Bonus Administration — 20%

• Administer incentive and bonus plans end toend:eligibility, proration, calculation, validation, and payout.
• Reconcile calculated payouts with Finance and Payroll beforereleaseandownthe supporting audit trail.
• Maintain participant eligibility records and resolve discrepancies at the source in UKG.
• Draft participant-facing plan communications and respond to escalated participant questions.
• Track participation, payout distribution, and cost against plan; flag where plan mechanics are not producing the intended behavior.

Analytics, Reporting & Data Integrity — 15%

• Build andmaintainrecurring compensation reporting —compa-ratio,rangepenetration, pay mix, and new-hire versus incumbent differentials.
• Supportpayequity analysis and prepare findings for People & Culture and Legal review.
• Preparecompensationexhibits for executive and board-level reporting.
• Own compensation data integrity in UKG through audit routines, exception reporting, and correction at the source.

Operations & Cross-Functional Partnership — 10%

• Maintain standard operating procedures, calendars, templates, and jobdocumentationso the compensation cycle is repeatable and notperson dependent.
• Maintains jobdescriptionsandsupportsjob evaluation and FLSA classification review for new and changed roles.
• Advises managers on making effective pay decisions that support employee engagement andcomply withcompensation policy and budgetary guidelines.
• Serve as the compensation point of contact for Talent Acquisition on offers,counter offers, and requisition-levelrangequestions, against defined turnaround commitments.
• Partner with People & Culture Technology on system configuration, testing, and release validation for compensation modules.
• Coordinate internal and external compensation audits and remediate findings.
• Performs other duties as assigned to support Total Rewards and People & Culture priorities.

Qualifications

Required

• Bachelor’s degree or equivalent combination of education and experience
• 3yearsin compensation, people analytics, finance, payroll, or a comparable analytical role
• Advanced Excel capability, including complex formulas, lookups, and large data set manipulation
• Demonstrated analytical and problem-solvingskillsapplied to quantitative work.
• Strong organizational and project coordinationskillsacross multiple concurrent deadlines.
• Clear written and verbal communication with non-technical audiences.

Preferred

• Direct compensation administration experience in a multi-state or multi-site organization
• Salary survey participation and market pricing experience
• Incentive and bonus plan administration experience
• UKG experience, particularly compensation module configuration or reporting
• Power BI or comparable data visualization experience
• Healthcare, clinical, or professional services workforce experience
• Certified Compensation Professional (CCP) credential, or active interest in pursuing it

About

Confluent Health, LLC and its affiliates are equal opportunity employers committed to building a diverse and inclusive workforce. We do not discriminate based on race, color, religion, sex, sexual orientation, gender (including pregnancy, childbirth, or related medical conditions), gender identity or expression, national origin, marital status, age, disability, veteran status, or other applicable legally protected characteristics. If you need assistance or would like to request an accommodation due to a disability, please contact us at [e-mail].