Director, Physician Compensation

Director, Physician Compensation

The Physician Compensation Director provides strategic leadership, design, and governance of physician compensation programs within an integrated finance function, holding direct accountability for the performance and results of two physician organizations. Operating under limited supervision guided by division objectives, this role sets the vision and direction for compensation strategy, executes departmental business plans, and allocates resources to ensure alignment with organizational priorities, financial performance, and regulatory compliance. As a senior leader, the Director applies a comprehensive, in-depth understanding of industry standards and business dynamics to partner with executive leadership, physician leaders, HR, Legal, and Compliance. The Director manages a subordinate professional employee, establishes functional/organizational priorities, and resolves complex, multi-dimensional problems to develop market-competitive, scalable frameworks that adhere to Fair Market Value (FMV) and commercial reasonableness standards while driving integration and transparency across two physician enterprises.

Essential Responsibilities / Duties

• Strategic Leadership & Functional Planning: Define and execute the enterprise physician compensation strategy across two physician organizations; develop departmental and functional plans, establish organizational priorities, and allocate resources aligned with clinical, financial, and strategic goals.
• Compensation Model Design & Evaluation: Design and oversee sophisticated, compliant compensation models (e.g., wRVU-based, value-based, hybrid structures), integrating comprehensive internal and industry standards to support growth, healthcare access, and quality initiatives.
• Departmental Management & Team Leadership: Manage, mentor, and provide leadership to subordinate professional staff; establish optimal organizational workflows, set performance expectations, and foster a culture of analytical rigor and continuous improvement across the function.
• Financial Oversight & Advanced Modeling: Provide executive-level oversight of physician compensation expense, productivity, and return on investment; lead advanced financial modeling and scenario planning to resolve complex, multi-dimensional financial problems and integrate plans into enterprise budgeting.
• Governance & Regulatory Policy Development: Establish and oversee departmental policies and governance structures, including compensation committees and approval processes, ensuring all arrangements comply with Stark Law, Anti-Kickback Statute, FMV, and commercial reasonableness standards.
• Operational Alignment & Integration: Serve as a key leader within the integrated finance function to enforce consistent methodologies and reporting standards, driving transparency, operational efficiency, and system-wide service line alignment.
• Market Intelligence & Strategic Benchmarking: Direct the utilization of external market benchmarking data (e.g., MGMA, SullivanCotter, AAMC) to evaluate industry trends and emerging alternative payment structures, translating complex data into strategic insights that guide business unit decisions.
• Executive Partnership & Influence: Serve as the primary advisor to senior executives and physician leadership; influence key internal and external stakeholders, partners, and vendors by presenting clear, data-driven recommendations to governance committees.

(The above statements in this job description are intended to depict the general nature and level of work assigned to the employee(s) in this job. The above is not intended to represent an exhaustive list of accountable duties and responsibilities required).

Job Requirements

Required Education and Experience:

• Bachelor's degree in Finance, Accounting, Economics, Healthcare Administration, or a related field and 8-10 years of experience in healthcare finance or physician compensation, including a proven track record of managing professional teams, executing functional business plans, and applying comprehensive knowledge of healthcare regulatory requirements (Stark Law, Anti-Kickback Statute, FMV); or an equivalent combination of education and experience.

Preferred Education and Experience:

• Master's degree (MBA, MHA, or similar) combined with 12+ years of experience operating as a functional leader within a highly complex, multi-entity, or matrixed healthcare organization.

Certificates, Licenses, Registrations Preferred:

• Certified Compensation Professional (CCP) or Certified Provider Compensation Specialist (CPCS) designation preferred.

Knowledge, Skills & Abilities (KSAs):

• Financial & Quantitative Modeling: Mastery of advanced financial modeling, scenario planning, and quantitative business analytics to solve multi-dimensional departmental problems.
• Industry Standards Knowledge: Comprehensive understanding of healthcare regulatory frameworks, specifically Stark Law, Anti-Kickback Statute, Fair Market Value (FMV) standards, and commercial reasonableness.
• Compensation Design Expertise: Expert-level knowledge of diverse physician compensation structures, including productivity-based (wRVU), value-based, and hybrid methodologies.
• Enterprise Systems & Data Tools: Proficiency with data visualization applications (e.g., Tableau, Power BI) and familiarity with institutional ERP and physician practice platforms (e.g., Epic, Workday, Lawson).
• Strategic & Systems Thinking: Ability to synthesize complex business dynamics across a division and build scalable operational plans across multiple distinct organizations.
• Executive Presentation & Influence: High-level communication and negotiation skills with a demonstrated ability to influence senior executives, legal teams, external vendors, and clinical leaders.

Compensation Range: $97,500.00- $141,500.00

This range offers an estimate based on the minimum job qualifications. However, our approach to determining base pay is comprehensive, and a broad range of factors is considered when making an offer. This includes education, experience, skills, and certifications/licensures as they directly relate to position requirements; as well as business/organizational needs, internal equity, and market-competitiveness. In addition, BMCHS offers generous total compensation that includes, but is not limited to, benefits (medical, dental, vision, pharmacy), discretionary annual bonuses and merit increases, Flexible Spending Accounts, 403(b) savings matches, paid time off, career advancement opportunities, and resources to support employee and family well-being.

Note: This range is based on Boston-area data, and is subject to modification based on geographic location.

Equal Opportunity Employer/Disabled/Veterans

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