Senior Director, Faculty and QHP Compensation, University of Utah Health

University of Utah Health•Salt Lake City, UT

16d

About The Position

The Senior Director of Faculty and QHP Compensation will serve as the senior leader responsible for guiding the development, implementation, and ongoing evaluation of a compensation framework for faculty and clinical professional billing roles, in coordination with other compensation model expectations across the University of Utah Health System. This role has oversight of U of U Health's compensation plans for: clinical, basic science, research and education faculty, advanced practice providers (APPs), and any other credentialed, professional billing roles, collectively known as Qualified Healthcare Professionals (QHPs). As faculty and QHP compensation is a key U of U Health System strategic growth, this individual will report to the Chief Strategy Officer, with executive sponsorship from both the Dean of the Spencer Fox Eccles School of Medicine and the Chief Clinical Officer of the U of U Health System, and accountability to the Health System CEO. This senior director will partner closely with physician and academic leaders, strategy, finance, and human resources teams, and other key stakeholders to co-design the faculty and QHP compensation framework, ensure it is consistent, compliant, and aligned with the organization’s vision and values across clinical, research and educational missions. They will also establish governance structures, communication strategies, and accountability mechanisms that promote transparency, consistency, and clinician trust in compensation programs, ensuring alignment with U of U Health’s mission to recruit, retain, and engage top faculty and clinicians.

Requirements

Bachelor degree in Health Care Administration, Business Administration, or related area or equivalency.
10 years of progressive experience in physician compensation, provider relations, healthcare finance, or related areas within an Academic Health Center.
Demonstrated knowledge of healthcare regulatory requirements related to physician compensation.
Proven experience with data analytics, benchmarking, and financial modeling.
Strong change management and communication skills, with ability to influence across complex organizations.
Familiarity with physician compensation administration systems and integrations (e.g., EMRs, compensation administration platforms, etc.).
Expertise in regulatory frameworks including Stark, Anti-Kickback, Fair Market Value, and Commercial Reasonableness standards.
Demonstrated thorough knowledge of current employment laws and regulations, specifically those related to Affirmative Action, Equal Opportunity, and employment.
Strong interpersonal skills and the ability to effectively communicate with a wide range of individuals.

Nice To Haves

Master’s degree (MBA, MHA, MPH, or related field) or related Professional Degree (JD).
Active participation in national compensation forums (AAPCP) or other organizations.

Responsibilities

Lead the U of U Health Faculty and QHP Compensation Committee and facilitate benchmarked and regular evaluation of faculty and credentialed billing professional compensation plans.
Serve as a repository of faculty and QHP compensation expertise, develop health system guidance, and example templates for department compensation plans.
Serve as the subject matter expert on physician, QHP and faculty compensation strategies, trends and regulatory considerations.
Provide guidance and recommendations to U of U Health senior leadership team and physician leadership regarding compensation structures and adjustments.
Champion change management initiatives to build understanding and trust in the compensation program.
Establish and maintain a faculty and professional billing for QHP compensation governance framework, including policies for exceptions, appeals, and periodic review.
Integrate faculty and QHP compensation planning into enterprise strategy, physician workforce planning, and academic mission alignment.
Remain abreast of overall funds flow for academic mission support and work with CFO and CCO to incorporate this support into applicable faculty and QHP compensation plans.
Facilitate faculty and QHP compensation plan design for different career pathways and academic promotion criteria to support long-term faculty development and institutional growth.
Ensure compliance with federal and state regulations, including Stark Law, Anti-Kickback Statute, and fair market value standards.
Continuously monitor, assess, and benchmark faculty and QHP compensation against peer academic medical centers and industry standards, with a focus on local and regional markets.
Lead the Faculty and QHP Compensation Committee comprised of health system clinical, academic, and functional leaders.
Act as a trusted partner to physician leaders across departments and clinical programs, ensuring their voices are incorporated into compensation planning.
Collaborate with finance, HR, legal, and compliance to ensure alignment and support integrated and compliant compensation programs.
Partner with deans, academic affairs, and department chairs to balance academic and clinical incentives.
Facilitate transparent communication with faculty physicians regarding compensation principles and program updates.
Engage external consultants, auditors, and regulators as needed to validate compliance and compensation best practices.
Serve as a resource to department chairs, division chiefs, and administrative leaders on faculty and QHP compensation policies and practices across the health system.
Design and deliver communication strategies that clearly explain faculty and QHP compensation principles and updates to physicians and leaders.
Provide training for department administrators and faculty leaders on compensation mechanics, compliance requirements, and governance policies.
Establish a practice of continuous improvement, partnering with key stakeholders to understand various perspectives and enhance programming over time.
Engage with external benchmarking organizations (e.g., AAMC, MGMA, AMGA, ECG) to align with national best practices for faculty and QHP compensation.
Oversee data analysis to evaluate faculty and QHP compensation structures, productivity metrics, and market trends.
Prepare reports and presentations for executives, governing boards, and committees.
Develop forecasting models to evaluate the financial impact of faculty and QHP compensation plan changes.
Implement standardized dashboards and reporting for executives and department leaders regarding faculty and QHP compensation.
Apply analytics to inform long-term physician workforce and financial sustainability planning.
Leverage advanced business intelligence tools to translate data into decision-ready insights.