Compensation Partner

Datavant is the data collaboration platform trusted for healthcare. Guided by our mission to make the world’s health data secure, accessible and actionable, we provide critical data solutions for organizations across the healthcare ecosystem - including providers, health plans, researchers, and life sciences companies. From fulfilling a single patient’s request for their medical records to powering the AI revolution in healthcare, Datavanters are building the future of how data is connected and used to improve health.

By joining Datavant today, you’re stepping onto a driven and highly collaborative team that is passionate about creating transformative change in healthcare.

Role Summary:

We are seeking a data driven and collaborative Compensation Partner to join our Total Rewards team. Reporting to the Sr. Director of Compensation, this individual contributor will play a key role in designing, implementing, and maintaining global compensation programs that attract, retain, and motivate top talent.

The ideal candidate has a deep understanding of hourly pay practices, programs and structures in addition to strong experience with job architecture, and the ability to apply market data analytics to support business needs. This role will also lead the design and administration of our sales incentive and other variable plans and will have primary responsibility for the annual compensation planning cycle.

This role will act as a trusted advisor to HR Business Partners, Finance partners, and business leaders, ensuring our compensation strategies remain competitive, equitable, and aligned with company goals.

Key Responsibilities

• Manage pay structures, wage progression scales, and compliance for most of the hourly workforce.

• Execute market pricing and geographic differential analyses to maintain external competitiveness.

• Partner with HRBPs and business leaders to solve localized talent attraction and retention challenges.

• Design and model competitive sales incentive plans (SIP) and other variable pay programs as needed by the business.

• Manage administration, including quota tracking, commission calculations, and plan governance for most SIPs.

• Evaluate plan impact using data metrics to ensure alignment with business revenue targets.

• Lead the end‑to‑end cycle for merit increases, promotions, market adjustments, and annual incentives.

• Build budgeting models, timelines, guidelines, and communication materials for HRBPs, managers and leadership.

• Drive calibration processes to ensure equitable reward distribution across all business units.

• Advise HR and business leaders on complex job offers, promotions, and organizational changes.

• Evolve job architecture, leveling frameworks, and evaluation processes to maintain internal equity.

• Ensure total compliance with local, state, and federal compensation laws and regulations.

• Build analytical tools, dashboards, and financial forecast models using advanced Excel and Google Sheets.

• Partner with Finance, HR Operations & HRIT teams to streamline workflows and track compensation spend.

Basic Qualifications:

• Bachelor’s degree in Human Resources, Finance, Business Administration, or a related field.

• 5+ years of experience in compensation, total rewards, or HR analytics.

• Advanced Excel and Google Sheet skills (e.g., pivot tables, VLOOKUPs, nested formulas, data modeling).

• Strong analytical and quantitative skills with the ability to translate data and trends into key insights and recommendations

• In-depth knowledge of compensation principles, salary structures, job leveling and frameworks.

• Experience conducting and interpreting compensation surveys and market data.

• Proven ability to manage multiple priorities and deliver high-quality results in a fast-paced environment.

• Prior experience leading compensation initiatives through Mergers & Acquisitions

• Familiarity with compensation tools and platforms (e.g., Radford, Mercer).

Desired Qualifications:

• Experience working in a private equity-backed company or high-growth environment.

• Certified Compensation Professional (CCP) designation or coursework toward certification.

• Experience with Oracle HCM

We are committed to building a diverse team of Datavanters who are all responsible for stewarding a high-performance culture in which all Datavanters belong and thrive. We are proud to be an Equal Employment Opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, or other legally protected status.

At Datavant our total rewards strategy powers a high-growth, high-performance, health technology company that rewards our employees for transforming health care through creating industry-defining data logistics products and services.

The range posted is for a given job title, which can include multiple levels. Individual rates for the same job title may differ based on their level, responsibilities, skills, and experience for a specific job.

The estimated total cash compensation range for this role is:

$135,000—$160,000 USD

To ensure the safety of patients and staff, many of our clients require post‑offer health screenings and proof and\/or completion of various vaccinations such as the flu shot, Tdap, COVID-19, etc. Any requests to be exempted from this requirements will be reviewed by Datavant Human Resources and determined on a case‑by‑case basis. Depending on the state in which you will be working, exemptions may be available on the basis of disability, medical contraindications to the vaccine or any of its components, pregnancy or pregnancy‑related medical conditions, and\/or religion.

This job is not eligible for employment sponsorship.

Datavant is committed to a work environment free from job discrimination. We are proud to be an Equal Employment Opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, or other legally protected status. To learn more about our commitment, please review our EEO Commitment Statement here ( . Know