Total Rewards Partner

Altais

1d•$75,000 - $90,000

About The Position

At Altais, we’re on a mission to improve the healthcare experience for everyone—starting with the people who deliver it. We believe physicians should spend more time with patients and less time on administrative tasks. Through smarter technology, purpose-built tools, and a team-based model of care, we help doctors do what they do best: care for people. Altais includes a network of physician-led organizations across California, including Brown & Toland Physicians, Altais Medical Group Riverside, and Family Care Specialists. Together, we’re building a stronger, more connected healthcare system. About the Role Are you looking to join a fast-growing, dynamic team? We’re a collaborative, purpose-driven group that’s passionate about transforming healthcare from the inside out. At Altais, we support one another, adapt quickly, and work with integrity as we build a better experience for physicians and their patients. The Total Rewards Partner plays a critical role in designing and administering competitive compensation programs and job architecture frameworks to attract, retain, and motivate top-tier talent. This role requires a curious, proactive professional who is eager to learn, ask questions, and continuously improve processes. The position ensures compliance, effective employee communications, and operational excellence, with a strong emphasis on physician and advanced practice professional compensation in a healthcare setting. Additionally, this role partners closely with the Payroll team (within Finance) to ensure accurate and timely processing of compensation changes, merit cycles, and incentive payouts.

Requirements

Bachelor's degree in Human Resources, Business Administration, Finance, or related field.
5+ years experience in compensation
5+ years of progressive experience in human resources operations and systems, preferably in healthcare.
Expert knowledge of California labor laws.
Strong understanding of compensation principles and incentive plan design.
3+ years Workday expertise in HCM and Advanced Compensation
Knowledge of Payfactors and Economic Research Institute

Responsibilities

Strategic Leadership & Program Stewardship
Steward the total rewards strategy to ensure clarity, competitiveness, and alignment with organizational goals.
Provide strategic thought partnership for new roles and job band creation.
Support Compensation Committee materials and executive compensation strategy.
Design and expand salary, bonus, and recognition programs aligned with mission and values.
Develop new incentive plans for unique staffing arrangements and emerging strategies.
Partner cross-functionally with Legal, Finance, and People teams for policy alignment.
Compensation Administration
Lead bi-annual compensation cycles including cash and equity reviews, partnering with Finance and People Programs teams.
Administer comprehensive compensation programs including market data reviews, base pay, and incentive plans.
Lead annual compensation planning including benchmarking, merit increases, and bonus payouts.
Manage job architecture and leveling framework to ensure clarity and fiscal discipline.
Analyze external market data and internal compensation information to recommend job grading and leveling.
Conduct job evaluations and participate in compensation surveys.
Track and calculate accruals for incentives with Finance.
Systems & Process Optimization
Continuously evaluate and enhance compensation systems and processes, leveraging technology where appropriate.
Actively identify opportunities to improve workflows and enhance data integrity through curiosity and problem-solving.
Maintain Workday architecture for job grades, positions, ranges, and descriptions; ensure payroll accuracy.
Build and maintain compensation analytics for transparency and data-driven decisions.
Manage vendor relationships and streamline compensation processes.
Payroll Collaboration
Collaborate with Payroll (Finance) to ensure compensation changes are accurately reflected in pay runs.
Provide timely and accurate data for merit, bonus, and off-cycle adjustments.
Serve as the primary liaison between HR and Payroll for compensation-related audits and reconciliations.
Troubleshoot and resolve discrepancies between Workday and payroll systems.
Policy, Compliance & Governance
Develop scalable Total Rewards policies and procedures.
Stay current with compliance trends; ensure accuracy of regulatory deliverables.
Ensure compliance with internal controls, audits, and legal requirements.
Communication & Enablement
Lead communication and education efforts related to compensation programs.
Facilitate performance management processes including merit and incentive planning.
Serve as a trusted advisor to managers and employees, explaining compensation programs clearly and thoughtfully.