Director, Compensation

POSITION SUMMARY:

The Director will partner closely with HR leadership, Finance, and clinical and operational executives to ensure compensation programs support BMC’s mission, drive organizational performance, and remain competitive, equitable, and compliant. This leader will also oversee clinical compensation structures, support union-related compensation matters, and guide the organization through significant change and transformation.

Position: Director, Compensation

Department: Human Resources

Schedule: Full Time

Summary/Objective:

Compensation Strategy & Governance

• Design and implement a comprehensive compensation philosophy and structure aligned with BMC’s mission and market competitiveness

• Establish standardized compensation frameworks, policies, and procedures to ensure consistency, transparency, and compliance

• Ensure adherence to all federal, state, and local compensation regulations, including FLSA, pay equity, and healthcare-specific requirements

• Lead compensation planning cycles including annual merit, incentive programs, and market adjustments

Clinical & Physician Compensation

• Oversee development and administration of clinical and provider compensation models, ensuring alignment with productivity, quality, and financial goals

• Partner with clinical leadership to evaluate and refine physician and advanced practice provider (APP) compensation structures

• Ensure compliance with regulatory requirements (e.g., fair market value, commercial reasonableness)

Union & Labor Environment

• Provide compensation expertise in a unionized environment, including supporting collective bargaining agreements and labor negotiations

• Ensure consistent application of compensation programs across union and non-union populations

• Partner with Labor Relations to address compensation-related issues, grievances, and contract interpretation

Team Leadership & Development

• Lead, mentor, and develop a team of five compensation professionals, fostering a high-performing and collaborative environment

• Build team capabilities in job evaluation, market pricing, analytics, and consultative partnership

• Drive operational excellence through clear processes, tools, and service delivery models

Change Leadership & Transformation

• Lead compensation-related change initiatives, including process standardization, system enhancements, and organizational redesign

• Serve as a trusted advisor to senior leaders, guiding them through compensation changes with clear communication and data-driven insights

• Drive adoption of new compensation programs, tools, and practices across the organization

Analytics & Market Intelligence

• Leverage data and market insights to inform compensation decisions and recommendations

• Oversee job architecture, benchmarking, and salary structure development

• Develop dashboards and reporting to monitor pay equity, competitiveness, and program effectiveness

QUALIFICATIONS

Required

• Bachelor’s degree in Human Resources, Business Administration, Finance, or related field

• 10+ years of progressive compensation experience, including leadership roles

• Experience managing compensation programs in complex, matrixed organizations (healthcare strongly preferred)

• Demonstrated experience in clinical/provider compensation and union environments

• Strong knowledge of compensation regulations and compliance requirements

• Proven ability to lead teams and drive organizational change

Preferred

• Master’s degree or relevant certification (e.g., CCP – Certified Compensation Professional)

• Experience in academic medical centers or integrated health systems

• Familiarity with HRIS and compensation management tools (e.g., Workday)

Key Competencies

• Strategic thinking and execution

• Change leadership and influence

• Analytical and data-driven decision making

• Executive communication and stakeholder management

• Operational rigor and process design

• Commitment to equity, inclusion, and transparency

Compensation Range:

This range offers an estimate based on the minimum job qualifications. However, our approach to determining base pay is comprehensive, and a broad range of factors is considered when making an offer. This includes education, experience, skills, and certifications/licensures as they directly relate to position requirements; as well as business/organizational needs, internal equity, and market-competitiveness. In addition, BMCHS offers generous total compensation that includes, but is not limited to, benefits (medical, dental, vision, pharmacy), discretionary annual bonuses and merit increases, Flexible Spending Accounts, 403(b) savings matches, paid time off, career advancement opportunities, and resources to support employee and family well-being. 

NOTE: This range is based on Boston-area data, and is subject to modification based on geographic location.

Equal Opportunity Employer/Disabled/Veterans

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