Sr Director, Compensation

Nemours Children's Health•Jacksonville, FL

10d

About The Position

Nemours is seeking a Sr. Director, Compensation to serve as the enterprise-wide strategic leader for compensation programs across all locations and job families. The role combines strategic leadership, operational excellence, analytics, and communication to ensure compensation programs attract, motivate, and retain talent while supporting Nemours’ mission, financial stewardship, and growth strategy in the healthcare industry. The director works with management at all levels to guide compensation decisions and develop salary planning and forecasts aligned with financial objectives, marketplace practices, internal policies, and applicable regulations. The role leads a multi-state compensation function serving more than 9,000 associates and acts as a primary advisor to senior executives, HR leadership, and the Compensation Committee on strategy, governance, market competitiveness, and pay equity. It oversees enterprise job architecture, job leveling, salary administration, incentive design, compensation analytics, and the advancement of technology, processes, and data capabilities. This is a high-impact, high-visibility leadership role requiring sound judgment, influential leadership, and the ability to navigate ambiguity in a complex healthcare environment. Nemours Children’s Health is an internationally recognized pediatric health system serving more than 1.7 million patient encounters annually across six states. It includes two freestanding children’s hospitals, more than 80 primary, urgent, and specialty care practices, and more than 40 hospital partnerships. The $1.7 billion nonprofit system is backed by the Nemours Foundation and Alfred I. duPont Trust and works to improve children’s health through clinical care, research, education, advocacy, and prevention. Its Whole Child Health approach emphasizes prevention and treatment and partnership with communities. Inclusion and belonging guide its strategy, including commitments to culturally relevant care, reducing health disparities, and fostering a supportive environment for associates, patients, and families.

Requirements

Bachelor’s degree in Business, Communications, Human Resources, or a related field.
10–15 years of progressive compensation experience.
4–10 years in leadership roles.
Experience in a complex healthcare environment.

Nice To Haves

Master’s degree, such as an MBA, MS-HR, or related field.
Experience supporting physician or clinical compensation models.
SHRM-SCP, SPHR, or CCP certification.

Responsibilities

Serve as Nemours’ principal compensation strategist and advise senior executives and enterprise leaders on market trends, competitive pay positioning, and compensation implications for talent strategy.
Partner with the SVP, Total Rewards on strategic priorities, governance structures, compensation philosophy, and Compensation Committee deliverables.
Provide thought leadership on emerging compensation issues, including pay equity, pay transparency, regulatory changes, and competitive labor dynamics.
Lead the design, implementation, and governance of base pay, variable pay, premium pay, recognition, and executive- or physician-related compensation programs.
Establish and maintain compensation policies, decision frameworks, and governance standards across locations and job families.
Ensure compensation programs comply with federal, state, and local regulations, including emerging pay transparency requirements.
Own enterprise job architecture, job leveling, job families, and job description standards.
Oversee job design, evaluation, market pricing, and structure development.
Establish scalable job governance to support organizational growth, restructuring, and workforce optimization.
Lead compensation analytics, including market competitiveness studies, internal equity analyses, labor-cost predictive modeling, and pay equity analyses and remediation strategies.
Oversee participation in salary surveys and develop market intelligence insights for executive leaders.
Direct the annual compensation planning cycle, including merit, market adjustments, structure changes, and incentive program alignment.
Collaborate with Finance to develop annual compensation budgets and long-term projections.
Ensure compensation programs are financially sustainable and aligned with organizational priorities.
Lead the design and governance of short-term incentive programs, including clinical incentive structures, mission-based awards, and organizational variable compensation programs.
Partner with HR and Finance leaders to align performance management, goals, and compensation levers.
Oversee compensation-related ERP modules and ensure system optimization and integration across HR processes.
Build, mentor, and develop a high-performing compensation team with strong analytical and consulting capabilities.
Promote accountability, service excellence, continuous improvement, and professional growth.
Develop salary planning and forecasts for compensation adjustments aligned with financial objectives.
Leverage marketplace compensation programs and insights on best practices and trends while considering internal policies and applicable government regulations.