Senior Director Compensation

Community Health Choice, Inc. (Community) is a non‑profit managed care organization (MCO), licensed by the Texas Department of Insurance. Through its network of more than 10,000 providers and 94 hospitals, Community serves over 400,000 Members with the following programs: Medicaid State of Texas Access Reform (STAR) program for low‑income children and pregnant women Children’s Health Insurance Program (CHIP) for the children of low‑income parents, which includes CHIP Perinatal benefits for unborn children of pregnant women who do not qualify for Medicaid STAR Health Insurance Marketplace Plans that offer individual health coverage that includes preventive care, emergency services, prescription drugs, and hospitalization available to all, regardless of pre‑existing conditions. Community Health Choice (HMO D‑SNP), a Medicare Advantage Dual Special Needs plan for people with both Medicare and Medicaid that combines Medicare Part A and Part B benefits, Medicare Part D prescription drug coverage, and Medicaid benefits with additional health benefits like dental, vision, transportation, and more. Improving Members’ experiences is at the heart of every Community position. We strive every day to make sure that our Members have access to the high‑quality health care they need and deserve. JOB SUMMARY The Senior Director, Compensation serves as the enterprise leader responsible for the strategic design, governance, and oversight of Community Health Choice compensation philosophy, executive compensation programs, incentive structures, and job architecture framework. This role establishes and maintains a competitive, fiscally responsible compensation strategy aligned with Community Health Choice long‑term business objectives of profitable growth, affordability, sustainability, and employee empowerment. The Senior Director serves as the principal advisor to executive leadership and the Governance Committee on compensation‑related matters and ensures enterprise compliance with all federal, state, and regulatory requirements. The position provides strategic leadership across compensation planning, pay equity governance, incentive risk management, labor cost modeling, and compensation‑related workforce strategy initiatives. JOB SPECIFICATIONS AND CORE COMPETENCIES Enterprise Compensation Strategy and Philosophy Develop and maintain a multi‑year enterprise compensation strategy aligned with Community Health Choice strategic plan Define and evolve compensation philosophy, salary structures, pay banding, and job architecture Lead enterprise compensation competitiveness analysis using appropriate market benchmarking methodologies Partner with Finance to model short‑ and long‑term labor cost projections tied to growth strategy Ensure compensation investment decisions are data‑driven and aligned with budget guidelines Executive Compensation Governance and Advisory Serve as executive advisor to the Chief HR & Administrative Officer, President & CEO, and Governance Committee on executive compensation strategy and design Lead development and presentation of executive compensation materials for Governance Committee and Board review Establish governance framework for executive compensation review cycles, market benchmarking, and risk mitigation Ensure alignment of executive incentive structures with enterprise performance outcomes and financial sustainability Incentive and Sales Compensation Design Design and oversee executive and general incentive programs, including managed care sales incentive plans Establish incentive governance controls and risk mitigation strategies Monitor program effectiveness and recommend strategic adjustments based on performance outcomes Ensure incentive structures support revenue growth while maintaining affordability and sustainability Pay Equity, Compliance, and Risk Oversight Lead enterprise pay equity analysis and corrective action planning Ensure compliance with all applicable wage and hour regulations, including FLSA classification integrity Oversee compensation‑related audit activity and regulatory reporting requirements Establish internal compensation governance standards to mitigate financial and legal risk Annual Compensation Planning and Execution Lead enterprise annual focal point compensation planning process Partner with executive leadership and Finance to align merit and incentive budgets Provide executive‑level analytics and reporting on compensation trends, Compa‑ratios, pay distribution, and investment impact Ensure accurate and timely compensation administration processes Reports to Position Title: Chief HR/Admin Officer Employees Supervised Titles: Compensation Analysts; Other compensation staff QUALIFICATIONS Education/Specialized Training/Licensure: Bachelor's degree preferably in Human Resources or Business or equivalent experience required. Certified Compensation Professional (CCP) preferred. Certified Benefits Professional (CBP) preferred. Advanced Degree preferred. Work Experience: 12+ years developing innovative compensation plans and working with the Compensation Committee of the Board of Directors to gain agreement required. Preferably in companies that have 500+ employees. Management Experience: 7+ years of experience in Compensation and/or Total Rewards leadership. Software Proficiencies: MS Office Suite, Advanced financial modeling and compensation analytics capability utilizing Microsoft Excel and enterprise HRIS platforms, Demonstrated experience leveraging market benchmarking systems to inform compensation strategy, Executive dashboard development and data visualization experience with enterprise compensation planning and workforce modeling platforms, Familiarity with integrated financial and HR technology environments, Other: Microsoft Teams; SharePoint. Job Family/Job Title Competencies: Leadership Negotiating Organizational Sensitivity Accuracy Additional competencies: Strategic financial acumen. Advanced analytical and modeling capability. Executive presence and Board communication proficiency. Risk assessment and governance oversight. High discretion and ethical integrity. Ability to influence senior leaders in complex decision environments. INTERPERSONAL SKILLS Lead and develop a high‑performing compensation function Provide strategic guidance, coaching, and performance accountability to direct reports Foster a culture of integrity, precision, confidentiality, and analytical rigor Influence cross‑functional stakeholders toward data‑informed compensation decisions #J-18808-Ljbffr