Senior Compensation Consultant | Compensation | Full Time | Remote in the State of Florida

UF Health•Gainesville, FL

11d•Remote

About The Position

The Senior Compensation Consultant is a senior individual contributor and subject matter expert responsible for shaping, consulting on, and advancing compensation strategy and practices across the healthcare system. This role provides high-level compensation expertise to corporate COEs, HR partners, and operational leadership, ensuring programs are aligned with organizational goals, competitive in the market, equitable in practice, and compliant with regulatory requirements. The Senior Compensation Consultant leads complex compensation initiatives, interprets industry trends, and influences strategic decisions through data-driven insights and consultative leadership.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or a closely related field
Minimum of ten (10) years of progressive compensation experience in complex, multi-site, organizations, preferably in healthcare.

Nice To Haves

Master’s degree in Business Administration, HR or related field preferred.
Certified Compensation Professional (CCP) or equivalent preferred.

Responsibilities

Strategic Compensation Consultation
Provide expert consultation to senior leadership and HR partners on compensation philosophy, market competitiveness, pay structures, and total rewards positioning.
Translate business priorities into thoughtful compensation strategies that support talent attraction, retention, and organizational performance.
Serve as a trusted advisor in complex compensation decisions such as promotions, job realignment, retention offers, and compression challenges.
Program Design & Enhancement
Lead the design, refinement, and governance of broad-based and specialty compensation programs — including base pay structures, incentive pay, premium differentials, and recognition frameworks.
Ensure programs reflect industry best practices, internal equity, and compliance with applicable laws and regulations.
Partner with Total Rewards peers to iterate and elevate compensation frameworks that support enterprise workforce strategy.
Market Benchmarking & Job Architecture
Conduct complex job evaluation, leveling, and market pricing activities.
Analyze and interpret compensation survey data, develop competitive pay recommendations, and ensure internal job architecture aligns with business needs and market context.
Lead benchmarking exercises for new and evolving roles, ensuring accurate and defensible job classifications.
Advanced Analytics & Financial Impact
Develop robust analytical models, dashboards, and reporting that articulate compensation insights and business impact for executive audiences.
Evaluate compensation trends, cost implications, and retention patterns; identify risks and opportunities to inform strategic workforce planning and budgeting.
Governance, Compliance & Risk Management
Ensure compensation practices comply with federal, state, and local regulations, including wage-hour, pay equity, and healthcare-specific requirements.
Establish and maintain compensation governance standards and documentation to support transparent decision-making and defendable outcomes.
Monitor changes in regulatory or market environments and prepare recommendations to maintain compliance and competitiveness.
Project Leadership & Cross-Functional Collaboration
Lead compensation-related projects of significant scope such as enterprise job architecture initiatives, system redesigns, mergers/acquisitions impacts, and major process improvements.
Partner with HRIS, Finance, Talent Acquisition, Payroll, and other stakeholders to implement and operationalize compensation solutions across the organization.
Thought Leadership & Mentorship
Act as a subject matter expert and resource for compensation practitioners across the system.
Mentor peers and less experienced analysts on complex compensation practices, modeling approaches, and strategic thinking.
Represent the Compensation team in enterprise discussions and contribute to building organizational capability in compensation disciplines.