Description:\n \nPositions Location: Lansing, MI\n \nJob Description\n \nGeneral Purpose of Job: The Director of Provider Compensation serves as the strategic and operational leader for all Provider compensation programs across the health system. This role oversees physician and advanced practice provider (APP) compensation, and related compliance. The Director ensures that all compensation practices support organizational goals, has the ability to attract and retain top talent, aligns with regulatory requirements, and reflect the health system's commitment to fairness, transparency, and financial stewardship.\n \nEssential Duties\n \nThis job description is intended to cover the minimum essential duties assigned on a regular basis. Team members may be asked to perform additional duties as assigned by their leader. Leadership has the right to alter or modify the duties of the position.\n\n Develop and implement system-wide compensation strategies for physicians, APPs, executives, and non-clinical staff.\n Lead the design, implementation, and administration of:\n Physician compensation models (RVU-based, productivity, quality incentives, call pay, shift-based, and blended models)\n APP compensation structures\n Executive compensation programs\n Annual merit and market adjustment processes\n Conduct comprehensive salary benchmarking using healthcare-specific surveys (MGMA, AMGA, Sullivan Cotter, Gallagher, etc.).\n Assess internal equity, pay competitiveness, and workforce trends to ensure market and industry alignment.\n Collaborate with Finance to ensure compensation structures are financially sustainable and support organizational growth.\n Maintain system-wide policies and procedures for fair, transparent, and compliant pay practices.\n Ensure strict adherence to Stark Law, Anti-Kickback Statute, FMV requirements, and physician contract compliance.\n Oversee job evaluation, job classification, and pay structure maintenance.\n Partner with Legal and Compliance to ensure all compensation arrangements meet regulatory requirements.\n Manage external FMV/commercial reasonableness vendor relationships and internal audit processes.\n Partner with physician enterprise leadership to develop and manage incentive plans tied to productivity, quality, access, citizenship, and value-based metrics.\n Provide compensation modeling and scenario analyses to support physician recruitment, practice acquisitions, specialty expansions, and strategic growth initiatives.\n Support contract negotiations, performance reviews, and system-level compensation governance committees.\n Serve as the subject matter expert on physician and APP compensation for senior leadership and provider groups.\n Maintain HRIS, compensation systems, and data integrity in partnership with IT and HR Operations.\n Lead and mentor a team responsible for Provider compensation, employee compensation, benefits, HRIS/payroll interface, and analytics.\n Advise executives on emerging compensation trends, regulatory risk areas, and strategic opportunities.\n Promote a culture of fairness, collaboration, and transparency across the total rewards function.\n Develop clear communication strategies explaining total rewards, incentive plans, compensation philosophy, and benefits offerings.\n Provide education and training to leaders regarding compensation models, regulatory constraints, and pay practices.\n Support change management initiatives related to compensation and benefits program updates.\n \nData Analysis & Reporting\n\n Develop and maintain robust financial models to project costs, evaluate performance, and analyze market competitiveness.\n Monitor key compensation metrics (e.g., productivity benchmarks, TCC competitiveness, alignment with quality/value measures).\n Prepare presentations and recommendations for executive and board-level decision making.\n \nStakeholder Collaboration\n\n Facilitate the Provider Compensation Committee meetings.\n Partner with physician and APP leadership to ensure compensation programs are well-understood, transparent, and perceived as equitable and competitive.\n Partner with compliance and legal to serve as subject matter expert on provider compensation compliance, including Stark, Anti-Kickback Statute, and IRS regulations.\n Act as liaison between the medical group, HR, and finance teams to ensure consistent application of compensation policies and practices.\n \nOrganizational Scope\n \nThe Director \u2013Provider Compensation is responsible for overseeing the Provider Compensation for the UMH Region. This position partners closely with executive and physician leadership, HR Business Partners, Finance, Operations, Legal, and Compliance to guide compensation strategy, model scenarios for growth, and support an engaged and high-performing workforce.\n \nJob Requirements\n \nGeneral Requirements \u2022 Certified Compensation Professional (CCP), CEBS, or SHRM-SCP certification preferred. Work Experience \u2022 Minimum 7 years provider compensation and benefits experience required, preferably within a healthcare system. \u2022 Demonstrated experience managing large, complex compensation structures, including physician/APP compensation. \u2022 Strong knowledge of FMV, Stark Law, Anti-Kickback Statute, and healthcare regulatory compliance. \u2022 Experience with benefits design, vendor management, and plan optimization. \u2022 Proven leadership experience with the ability to influence senior executives and physician leaders. \u2022 Experience in a large medical group, health system, or physician enterprise of 300+ providers. \u2022 Experience with major HRIS systems (Workday, Lawson, Oracle, UKG, PF). \u2022 Working within a unionized workforce preferred. Education \u2022 Bachelor' degree in Human Resources, Finance, Business Administration, Healthcare Administration or related field. \u2022 Master's degree in HR, Business, Healthcare Administration, or related discipline preferred. Specialized Knowledge and Skills \u2022 Value and build collaborative culture and spirit, empowering others to take action and proactively resolving conflict. \u2022 Deep expertise in total rewards strategy within complex healthcare organizations. \u2022 Strong financial and analytical abilities. \u2022 High integrity, sound judgment, and strong understanding of regulatory risk. \u2022 Encourage, actively listen to, and act upon new ideas from employees. Challenge the status quo. \u2022 Set and achieve goals that are clear, measurable, and challenging. Align and realize department objectives with overall UM-H Corp goals. \u2022 Inspire and challenge others to reach their full potential by celebrating the accomplishments of others, effectively providing feedback to staff and colleagues, and recruiting/retaining exemplary staff. \u2022 Listen openly to others, communicate transparently, and follow through in a timely manner. \u2022 Treat everyone with courtesy and compassion, recognizing individual uniqueness and needs. \u2022 Demonstrated ability in financial stewardship and knowledge to navigate complex, highly integrated business solutions. \u2022 Must have strong analytical skills with the ability to proactively identify operational challenges and develop feasible actions to course correct. \u2022 Must have excellent verbal and written communication, organizational, and planning skills. \u2022 Must have the ability to plan, organize, coordinate, direct and lead, holding colleagues accountable to initiative progress.\n \nLI-#SS\n \nUniversity of Michigan Health - Sparrow is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected Veteran status.\n \nLocation: Sparrow Hospital \n \nActivation Date: Tuesday, March 17, 2026 \n \nExpiration Date: Wednesday, May 27, 2026 \n \nApply Here