Vice President, Enterprise Provider Compensation

Key Responsibilities

• Design, consult and implement Provider compensation programs; assemble compensation packages, analytic support of Provider compensation programs
• Gain consensus on Provider compensation philosophy and desired strategy
• Perform quantitative and qualitative analysis of healthcare and financial data to support program management for all roles in care delivery; this includes analyzing compensation plans of existing businesses and providing summary for leadership review
• Provide recommendations on compensation models and metrics that incent Provider productivity and performance and align with the organizational and financial objectives of the business
• Assist leadership with determining desired market position for total cash compensation
• In collaboration with the business and leaders, develop general compensation design template (with decision making on metrics at local level)
• Act as an internal and external consultant to the Provider organization; responsible for building solid relationships with Provider leaders of each business to ensure effective compensation solutions and strengthen Provider engagement
• Conduct salary survey participation and analysis as well as annual review of market data; communicate compensation range information
• Respond to inquiries regarding total cash compensation, incentive and productivity information, salaries deductions, overtime pay, etc.; compiles, categorizes, calculates, tabulates, audits and verifies Provider earnings, quality indicators, RVUs, coding and productivity information for pay change recommendations
• Responsible for providing annual FMV analysis and presentation to Optum Health senior leadership
• Liaison for participation in external surveys providing annual presentation of survey information to leaders
• Ensure appropriate interpretation of pay practices and board of director rules
• Perform compensation functions such as implementing/administration of Provider compensation programs, assembling compensation packages, participating in salary surveys and analyzing survey data and providing analytic support on compensation projects
• Work on the most complex compensation projects; independently drive and complete the projects with little to no oversight
• Work with the compensation leadership to proactively identify value added compensation initiatives
• Works directly with Human Capital Partners on complex field-initiated projects, generally with no oversight
• Evaluate new Provider jobs for appropriate title and grade, typically at the manager and director levels
• Remain abreast of best practices and thought leadership in the compensation field
• Directly manage Compensation resources in the design and administration of sales incentives and total reward programs

You’ll be rewarded and recognized for your performance in an environment that will challenge you and give you clear direction on what it takes to succeed in your role as well as provide development for other roles you may be interested in.

Qualification & Requirements

• Demonstrated ability to partner with multiple constituents, manage in a matrix relationship environment, strengthen and deliver on our Compensation agenda and drive positive change in a high-performance setting
• 15+ years of experience, with demonstrated management and high-level project management lead experience
• 15+ years of Provider compensation experience including experience with analysis and understanding of Provider practice metrics
• Executive level understanding of and practical experience in applied compensation principles, methods and tools including technical expertise in the following: market analysis, compensation program design, development and implementation, variable pay (including sales), salary planning/forecasting, acquisitions and alternative reward design techniques
• Proven business and financial acumen
• Proven consulting skills from assessment through implementation
• Demonstrated ability to measure and evaluate effectiveness of compensation initiatives
• Solid history of quickly building relationships, gaining credibility, influencing and partnering with business leaders and human capital peers across the organization
• Experience working in a human resources or business function with a strategic business partner and shared service delivery model
• Solid change management skills
• All employees working remotely will be required to adhere to UnitedHealth Group’s Telecommuter Policy.

Benefits

Pay is based on several factors including but not limited to local labor markets, education, work experience, certifications, etc. In addition to your salary, we offer benefits such as, a comprehensive benefits package, incentive and recognition programs, equity stock purchase and 401k contribution (all benefits are subject to eligibility requirements). No matter where or when you begin a career with us, you’ll find a far-reaching choice of benefits and incentives.