Compensation Specialist

Confluent Health•UNAVAILABLE, UNAVAILABLE

About The Position

The Compensation Specialist is the operational owner of Confluent Health’s enterprise compensation programs. This role runs the annual compensation cycle, administers incentive and bonus plans, prices jobs against the external market, and maintains the data integrity that every downstream compensation decision depends on. The work spans a clinically dense, geographically distributed workforce of 10,000 employees across 850 locations in 31 states, with five business lines that carry different pay structures and incentive designs. Market conditions for licensed clinicians vary materially by geography, which makes accurate pricing and disciplined structure maintenance a business issue rather than an administrative one. This role partners closely with Total Rewards, People & Culture Technology, Payroll, Finance, Talent Acquisition, and operating leaders. Success is measured in accuracy, timeliness, and the ability to translate compensation data into recommendations that a non-compensation leader can act on.

Requirements

Bachelor’s degree or equivalent combination of education and experience
3 years in compensation, people analytics, finance, payroll, or a comparable analytical role
Advanced Excel capability, including complex formulas, lookups, and large data set manipulation
Demonstrated analytical and problem-solving skills applied to quantitative work.
Strong organizational and project coordination skills across multiple concurrent deadlines.
Clear written and verbal communication with non-technical audiences.

Nice To Haves

Direct compensation administration experience in a multi-state or multi-site organization
Salary survey participation and market pricing experience
Incentive and bonus plan administration experience
UKG experience, particularly compensation module configuration or reporting
Power BI or comparable data visualization experience
Healthcare, clinical, or professional services workforce experience
Certified Compensation Professional (CCP) credential, or active interest in pursuing it

Responsibilities

Own end-to-end coordination of the annual merit and incentive cycle: timeline, system configuration, manager tools, approval routing, and payroll handoff.
Build and maintain merit planning worksheets and budget allocation models; reconcile final awards to approved budget by business line.
Prepare and quality-check compensation recommendation packets for leader review, including compa-ratio, range penetration, and performance context.
Manage promotional, market, equity, and off-cycle reviews against defined criteria and approval thresholds.
Drive the approval workflow to completion escalating exceptions and stalled approvals rather than absorbing the delay.
Match jobs to published survey data and price roles across clinical, clinic leadership, and corporate job families in 31 states.
Maintain salary structures, pay grades, and geographic differentials; recommend annual structure movement based on survey aging and observed market movement.
Run internal equity and compression analysis, with particular attention to incumbent clinician pay relative to new-hire market rates.
Translate market findings into written recommendations with a clear cost implication and a clear recommended action.
Monitor market trends and regulatory movement affecting clinical and multi-state pay practices; surface issues before they become escalations.
Administer incentive and bonus plans end to end: eligibility, proration, calculation, validation, and payout.
Reconcile calculated payouts with Finance and Payroll before release and own the supporting audit trail.
Maintain participant eligibility records and resolve discrepancies at the source in UKG.
Draft participant-facing plan communications and respond to escalated participant questions.
Track participation, payout distribution, and cost against plan; flag where plan mechanics are not producing the intended behavior.
Build and maintain recurring compensation reporting — compa-ratio, range penetration, pay mix, and new-hire versus incumbent differentials.
Support pay equity analysis and prepare findings for People & Culture and Legal review.
Prepare compensation exhibits for executive and board-level reporting.
Own compensation data integrity in UKG through audit routines, exception reporting, and correction at the source.
Maintain standard operating procedures, calendars, templates, and job documentation so the compensation cycle is repeatable and not person dependent.
Maintains job descriptions and supports job evaluation and FLSA classification review for new and changed roles.
Advises managers on making effective pay decisions that support employee engagement and comply with compensation policy and budgetary guidelines.
Serve as the compensation point of contact for Talent Acquisition on offers, counter offers, and requisition-level range questions, against defined turnaround commitments.
Partner with People & Culture Technology on system configuration, testing, and release validation for compensation modules.
Coordinate internal and external compensation audits and remediate findings.
Performs other duties as assigned to support Total Rewards and People & Culture priorities.