Program Manager - Compensation

Atlas Healthcare Partners exists to form strategic partnerships with health systems across the nation to develop, manage and operate Ambulatory Surgery Centers (ASCs) in their markets. As a key player in this rapidly growing healthcare segment, we are committed to providing exceptional care and outstanding customer service to every patient, every physician, every time. Our daily focus revolves around our core values of Integrity, Culture, Teamwork, Respect, and Results.

In addition to fostering a workplace that encourages professional growth and advancement, we provide industry-leading health and dental benefits, paired with a matching retirement package. We look forward to you being a vital part of our journey in shaping the future of healthcare.

Pay Class: Full-Time

Pay Type: Salaried + Bonus

POSITION SUMMARY

The Program Manager - Compensation is responsible for managing and optimizing the organization's compensation programs, including base pay practices and incentive programs. This includes managing a market-based compensation program and incentives that align with organizational goals. This role requires a strategic thinker and problem solver who can balance the administration of the compensation program with the goals of the organization, ensuring compliance and regulatory aspects (FLSA, etc.) are adhered to. The Program Manager - Compensation will collaborate across departments to provide exceptional service and evaluate departmental incentive programs for competitiveness, ensuring attraction and retention. This role will also have the responsibility of evaluating and maintaining the compensation structure as configured in the HCM (Dayforce).

ESSENTIAL FUNCTIONS

• Oversee the administration and delivery of a wide range of compensation programs, including annual incentive, departmental incentive. Provide actionable insights and recommendations based on data and benchmark analysis to inform strategic decisions.
• Oversees base salary and incentive programs, job evaluations, and salary survey participation and procurement. Conducts market analysis of company jobs to determine competitive positioning of the organization's pay programs. Participates in annual salary administration programs, including salary structure creation and maintenance and development of incentive or salary increase budgets. Ensures that all compensation-related activities are in compliance with applicable regulations and standards.
• Collaborate with senior leadership to design and develop compensation strategies that align with the organization's objectives and enhance employee attraction and retention. Aligning compensation programs with recruitment strategies to attract quality candidates.
• Manage relationships with external vendors, survey vendors, to ensure access to the most relevant compensation data. Assist in the negotiation of contracts and service agreements as necessary.
• Ensure all compensation practices are well documented and comply with local, state, and federal regulations (e.g., Dept of Labor, FLSA). Stay informed of industry trends and regulatory changes to proactively adjust programs as needed.
• Construct and deliver communication strategies to educate managers and employees on the basics of compensation, including, base pay practices, merit and incentives programs.
• Monitor and manage the benefits budget, ensuring cost-effective solutions while maintaining a high level of employee satisfaction. Perform cost analysis and recommend adjustments as needed.
• Track program participation, employee feedback, and program effectiveness. Prepare reports and presentations for management and key stakeholders.
• Act as the primary point of contact for HR Business partners and hiring managers with questions or issues related to compensation Investigate and resolve any discrepancies or problems in a timely manner.
• Proven ability to understand human resources system configurations, testing and maintenance of compensation systems to ensure the efficient administration and seamless management of data. Including data integration with vendor system (salary surveys). Collaborate with HRIS and/ or IT to implement system enhancements and troubleshoot issues.
• May perform other duties as assigned.

Performs all functions according to established policies, procedures, regulatory and accreditation requirements, as well as applicable professional standards. Provides all customers with an excellent service experience by consistently demonstrating our core and leader behaviors each day.

NOTE: The essential functions are intended to describe the general content of and requirements of this position and are not intended to be an exhaustive statement of duties. Specific tasks or responsibilities will be documented as outlined by the incumbent's immediate manager.

MINIMUM QUALIFICATIONS

• Bachelor's degree in HR, Business Administration, or a related field and 10+ years of proven/progressive experience in compensation administration/management, with a focus on system configuration and compliance. Experience working in a dynamic growth organization is a plus.
• Proficiency in configuring and managing compensation modules such as Dayforce (Ceridian), UKG, Workday, Oracle, or SAP.

• Proficient with Microsoft Office Suite or related software.
• Excellent presentation and facilitator skills. Exceptional organizational skills and attention to detail.
• Strong analytical and problem-solving skills with the ability to translate data into actionable strategies.
• Strong communication and collaboration skills, with the ability to work across departments and influence stakeholders.
• Detailed knowledge of compensation regulations and compliance requirements (e.g. Dept. of Labor, FLSA etc.)

PREFERRED QUALIFICATIONS

• Experience with Dayforce (Ceridian) compensation and reports modules
• SHRM Certified Professional (SHRM-CP) or SHRM Certified Professional (SHRM-SCP)
• Experience with joint ventures, mergers, and acquisitions

PHYSICAL DEMANDS/ENVIRONMENT FACTORS

OE - Typical Office Environment:

• Requires extensive sitting with periodic standing and walking.
• May be required to lift up to 20 pounds.
• Requires significant use of personal computer, phone and general office equipment.
• Needs adequate visual acuity, ability to grasp and handle objects.
• Needs ability to communicate effectively through reading, writing, and speaking in person or on telephone.
• May require travel.

SUPERVISORY RESPONSIBILITIES

None

DIRECTLY REPORTING

AVP, Total Rewards

SCOPE AND COMPLEXITY

• This role manages a diverse portfolio of compensation plans.
• This role requires a deep understanding of both the operational and strategic aspects of compensation development and administration.
• The Compensation Manager must navigate complex compliance requirements, oversee vendor management, and develop cost-effective solutions while ensuring the programs align with organizational goals.
• The position involves significant cross-departmental collaboration and independent decision-making, with a focus on optimizing the compensation programs and addressing the needs of a growing workforce.