Director Compensation

Crucial Hire; Chicago (IL); On-site; USD 120,000 - 150,000; Full time

Job summary

Crucial Hire is seeking a Compensation leader to drive strategy across a multi-site healthcare organization, overseeing job architecture, market pricing, and pay structures. The role includes executive incentive design, pay equity, and Workday configuration with HRIS and Finance.

A Bachelor’s degree in HR, business, or finance is required; CCP is a plus. Experience through mergers and harmonization is valuable. Strong collaboration with HR partners and leaders is essential.

Qualifications

• Bachelor’s degree in HR, business, finance, or similar field.
• CCP is a plus, not a gate.
• Compensation leadership experience or healthcare compensation work.
• Experience in large multi-site organizations with varied local practices.
• Expertise in job architecture, salary structure design, and market pricing.
• Experience through mergers or harmonization while staying post-integration.
• Workday experience is helpful.

Responsibilities

• Lead compensation strategy across the full system, hospitals and ambulatory.
• Design executive compensation and annual incentive plans.
• Manage shift differentials, on-call pay, and clinical premium programs.
• Oversee market pricing and salary survey strategy across clinical and corporate roles.
• Conduct job evaluation, job architecture, and the pay structures underneath them.
• Ensure pay equity and FLSA classification across every entity.
• Configure Workday compensation alongside HRIS, Payroll, and Finance.
• Partner with HR business partners and operating leaders who need answers fast.

Skills

Compensation leadership

Healthcare compensation

Multi-site organization

Job architecture

Merger harmonization

Workday experience

Education

Bachelor's degree in HR, business, finance, or something close

CCP certification

Job description

About the Role

This is not that job. The foundation here is built and holding. Job architecture, pay grades, and structures are in place and working. Executive compensation, annual incentives, and premium pay frameworks all sit on top of something solid.

Responsibilities

• Compensation strategy across the full system, hospitals and ambulatory
• Executive compensation and annual incentive plan design
• Shift differentials, on call pay, and clinical premium programs
• Market pricing and salary survey strategy across clinical and corporate roles
• Job evaluation, job architecture, and the pay structures underneath them
• Pay equity and FLSA classification across every entity
• Workday compensation configuration alongside HRIS, Payroll, and Finance
• Partnership with HR business partners and operating leaders who need answers fast

Qualifications

• Bachelor's degree in HR, business, finance, or something close
• CCP is a plus and not a gate

Required Skills

• Compensation leadership experience, or compensation work covering healthcare employee populations
• Comfort inside a large multi site organization where no two locations do things the same way
• Job architecture, salary structure design, and market pricing
• Someone who has been through a merger or a harmonization and stayed for the years after it
• Workday experience helps

Preferred Skills

• Your current title does not matter. Plenty of the strongest compensation people carry Manager, Senior Manager, Senior Analyst, Consultant, or Total Rewards Lead on the badge and run work that goes well past it. If compensation is what you actually do all day, the title on your profile is not the test.

Pay range and compensation package

Compensation and incentive structure available on a call.

Equal Opportunity Statement

This employer is an equal opportunity employer. All qualified applicants will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.