Sr. Physician & Faculty Compensation Advisor

University of Miami•Coral Gables, FL

21d

About The Position

The Sr. Physician & Faculty Compensation Advisor provides end-to-end compensation consultation and analytical support for physician, faculty, and applicable advanced practice provider compensation matters. The role independently evaluates requests, conducts market, internal, financial, and productivity analyses, develops defensible recommendations, advises leaders, and manages assigned cases through resolution within a pooled, capacity-based service model. The advisor manages compensation requests from intake through resolution, assesses case scope and policy requirements, and evaluates recruitment offers, retention requests, counteroffers, market adjustments, and internal equity concerns. The role develops compensation scenarios and recommendations grounded in market competitiveness, internal comparators, compensation history, productivity expectations, and financial impact. The position uses reputable physician, faculty, healthcare, and academic compensation surveys; advises stakeholders on plan design, policy application, payout structures, and pay practices; and partners with relevant institutional functions when complex costing or regulatory review is needed. The advisor presents data-driven guidance to department chairs, SAOs, Faculty Affairs, and HR partners, while applying compensation philosophy consistently and meeting service-level agreements.

Requirements

Bachelor’s degree in a relevant field.
Minimum 5 years of relevant experience.
Ability to learn new procedures, technologies, and protocols and adapt to changing priorities and work demands.
Ability to work collaboratively with others and contribute to a team environment.
Proficiency in office software, technology, and relevant computer applications.
Strong written and verbal communication skills for interacting with colleagues and stakeholders.

Responsibilities

Manage assigned compensation requests from initial intake through final recommendation and resolution.
Assess request scope, urgency, documentation requirements, and applicable pay policies to formulate case strategies.
Conduct detailed analyses, communicate case status throughout the request lifecycle, and document assumptions, approvals, and outcomes.
Evaluate proposed recruitment offers and compensation packages, including base pay, productivity expectations, incentives, and supplemental components.
Develop alternative compensation scenarios by assessing market competitiveness, internal comparators, and recruitment complexity.
Recommend competitive and equitable offer packages aligned with institutional compensation standards.
Evaluate retention requests, counteroffers, market adjustments, and internal equity concerns by analyzing compensation history and role scope.
Model compensation adjustments, assess total financial impact, and recommend appropriate corrective actions.
Conduct market analyses using reputable physician, faculty, healthcare, and academic compensation survey sources.
Select appropriate market matches and interpret percentile trends, prevalence data, and productivity relationships to guide leadership decision-making.
Advise stakeholders on plan design, policy application, payout structures, and pay practices while evaluating administrative feasibility.
Partner with directors, program analysts, Legal, Compliance, and Finance when complex costing or regulatory review is required.
Present data-driven recommendations and guidance directly to department chairs, SAOs, Faculty Affairs, and HR partners.
Apply approved compensation philosophy consistently, meet established service-level agreements, and participate in pooled workload management and cross-training.
Adhere to University and unit-level policies and procedures and safeguard University assets.
Perform other duties or responsibilities as necessary.