CommonSpirit Health was formed by the alignment of Catholic Health Initiatives (CHI) and Dignity Health. With more than 700 care sites across the U.S. from clinics and hospitals to home-based care and virtual care services CommonSpirit is accessible to nearly one out of every four U.S. residents. Our world needs compassion like never before. Our communities need caring and our families need protection. With our combined resources CommonSpirit is committed to building healthy communities advocating for those who are poor and vulnerable and innovating how and where healing can happen both inside our hospitals and out in the community.
Responsibilities
JOB SUMMARY / PURPOSE
The Compensation Analyst-Provider assists in the analysis and administration of the Physician Compensation for CommonSpirit Health. The position also partners with facility, market and region provider services teams to support advanced practice provider compensation and compliance activities. This includes but is not limited to the Physician Compensation Guidelines and Procedures, the Fair Market Value Review and Approval Process, and support of all processes, governance and communications to the appropriate stakeholders. Maintains and assists in developing CommonSpirit policies related to physician compensation. Maintains benchmark data in relation to Physician Compensation.
ESSENTIAL KEY JOB RESPONSIBILITIES
Maintains the review process for all physician compensation arrangements, including review of compensation checklists and supporting documentation in accordance with Legal Policy (G-002), Physician Compensation Guidelines and Procedures, the Fair Market Value Review and Approval Process. Serves as staff for Physician Transaction Advisory Group (PTAG). Maintains database of compensation reviews.Maintains knowledge on trends and developments in physician practice economics and provider compensation models to achieve/maintain alignment between practice revenues, quality, expenses and compensation. Maintains knowledge of impacting regulations.Assists in the formation of compensation model standards for employed physicians, medical directors, recruited physicians and independent contractors in collaboration with facility, market, region and system leaders.Partners with facility, market and region provider services teams to support advanced practice provider compensation and compliance activities.Maintains CommonSpirit standards for benchmarking compensation to ensure consistency in methodologies and to aid in the analysis of model effectiveness and the identification of best practices.Provides necessary data to external compensation consulting organizations for the purpose of developing comparative data used in the determination of physician and advanced practice provider compensation plans and external opinion on reasonable compensation.Prepares various survey responses for compensation work RVU, revenue, etc. to external organizations for the development of market data each year.Reviews market data reports and compiles market blended analysis for the determination of fair market based compensation and productivity.Serves as a resource to facility, market, region and system leadership teams on compensation and related matters.Qualifications
MINIMUM QUALIFICATIONS
Required Education and Experience
Bachelor's degree or five (5) years of related job or industry experience in lieu of degree. Two (2) years of provider compensation, human resources, or finance experience.
Required Minimum Knowledge, Skills, Abilities and Training
Demonstrated technical proficiency in Excel, Google Sheets and other HR Technology applications using quantitative analysis, charting, pivot tables and formulas. Strong analytical and problem-solving skills. Experience in presentation and education skills to include delivery and communications as well as technical software.
Functional Competency Details
Analytical Thinking
Knowledge of techniques and tools that promote effective analysis and the ability to determine the root cause of organizational problems and create alternative solutions that resolve the problems in the best interest of the business.
Compensation Management
Knowledge of compensation structure and related concept and ability to design, implement and evaluate compensation programs, policies and processes within an organization.
HR Legal and Regulatory Environment
Knowledge of federal, state and local laws and ability to advise on laws and regulations affecting HR practices.
Incentive Programs
Knowledge of incentive planning tools, techniques and procedures; ability to develop and implement incentive and rewards programs.
Salary Planning
Knowledge of salary planning tools and methods, job evaluation techniques, and market salary trends; ability to design and implement salary programs.
Specific Human Resources Systems Application
Knowledge of features, functions and operations of specific human resources (HR) systems or applications; ability to design, implement, and operate specific HR systems in the organization.
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