Director of Physician Compensation

Texas Children's Hospital•Houston, TX

10d

About The Position

Texas Children’s is seeking a strategic and collaborative Director of Physician Compensation to lead its physician compensation function and advise physician and executive leadership. The role shapes compensation strategies that support physician recruitment, engagement, and retention while maintaining market competitiveness, financial stewardship, and regulatory compliance. Working with Texas Children’s leadership, Baylor College of Medicine, and physician practice leaders, the Director provides strategic direction across compensation planning, program design, market analysis, governance, and administration. The Director leads physician compensation strategy, program design and administration, governance and compliance, financial analysis and benchmarking, and partnerships with physician and organizational leaders. The role also leads and develops the physician compensation team, establishes service and performance standards, and partners with Human Resources and Total Rewards to align physician compensation with broader workforce and rewards initiatives. Texas Children’s describes its HEART values as Humility, Excellence, Accountability, Respect, and Trust, and expects the Director to model them.

Requirements

Bachelor’s degree in Human Resources, Finance, Business Administration, Healthcare Administration, Accounting, or a related field.
At least 8 years of progressive experience in physician/provider compensation, healthcare finance, physician practice administration, provider compensation consulting, or a related healthcare field.
At least 3 years of leadership or people management experience.

Nice To Haves

Master’s degree in Business Administration, Healthcare Administration, Finance, Human Resources, or a related discipline.
Experience supporting a complex healthcare organization, academic medical center, faculty practice plan, or large integrated health system.
Experience partnering with senior physician and executive leaders and presenting complex compensation recommendations to executive leadership, governance committees, and/or Boards.
Certified Compensation Professional (CCP) or another recognized compensation certification.
Physician/provider compensation, healthcare finance, or healthcare compliance certification.
Other relevant certifications in Total Rewards, Human Resources, Finance, or Healthcare Administration.

Responsibilities

Provide strategic and operational leadership for physician compensation programs, aligning them with organizational priorities, financial objectives, market practices, and regulatory requirements.
Develop and advance physician compensation philosophies, strategies, policies, governance practices, and operating standards.
Advise physician and executive leaders on compensation strategy, market trends, productivity-based models, incentive structures, and emerging industry practices.
Establish priorities, performance measures, and service standards for operational excellence and continuous improvement.
Lead the design, implementation, administration, and evaluation of compensation programs, including base compensation, productivity and quality incentives, stipends, call pay, medical directorships, and other arrangements.
Oversee annual compensation reviews, market assessments, productivity analyses, benchmarking, and compensation modeling.
Evaluate existing compensation models and recommend enhancements supporting recruitment, retention, performance, organizational growth, and evolving care delivery models.
Provide executive-level analysis and recommendations on compensation strategy, program design, financial impact, and workforce considerations.
Ensure compensation programs, policies, processes, and decisions are documented, consistently administered, and effectively communicated.
Lead compensation governance and ensure arrangements align with organizational policies and applicable federal and state requirements.
Provide expertise on Fair Market Value, commercial reasonableness, Stark Law, the Anti-Kickback Statute, IRS requirements, and other relevant regulations.
Partner with Legal, Compliance, Finance, Internal Audit, and external advisors to evaluate arrangements and identify potential risks.
Develop and maintain controls for the approval, documentation, monitoring, and auditing of compensation arrangements and incentive payments.
Prepare analyses and materials for compensation governance committees, executive leadership, and Board-level review, as appropriate.
Use market data, productivity metrics, financial analyses, and benchmarks to assess program effectiveness and inform decisions.
Oversee physician compensation dashboards, executive reporting, workforce analyses, and other insight tools.
Identify trends, risks, market pressures, and opportunities; translate complex data into actionable recommendations.
Manage relationships with external compensation consultants and benchmarking partners.
Partner with physician executives, physician leaders, practice administrators, operational leaders, and Physician Organization leadership on complex compensation matters.
Advise on compensation strategy and plan design for recruitment, retention, organizational growth, new programs, and business expansion.
Build partnerships across Clinical Operations, Faculty Affairs, Finance, Legal, Compliance, Payroll, Physician Recruitment, Medical Staff leadership, Human Resources, and Baylor College of Medicine.
Facilitate sensitive compensation discussions, balancing competitiveness, organizational objectives, financial stewardship, and regulatory considerations.
Participate in enterprise committees, strategic initiatives, and cross-functional projects affecting physician compensation and the broader provider workforce.
Lead, coach, and develop the physician compensation team, setting expectations for performance, accountability, service, and operational excellence.
Foster a collaborative, consultative, solutions-oriented team culture focused on continuous improvement, innovation, and stakeholder partnership.
Build team capabilities and succession plans for the evolving needs of the function.
Partner across Human Resources and Total Rewards to align physician compensation with broader workforce and rewards initiatives.
Model Texas Children’s HEART values and cultivate an inclusive, responsive, and service-oriented team environment.