Director Compensation

Good enough isn’t for us. Duly Health and Care’s team members show up every day driven to exceed expectations. We see and support the remarkable in every person within and beyond the walls of our work.

Duly Health and Care works to understand what matters most to you. We recruit and retain team members who share a relentless passion and pride for helping others live happier and healthier lives. We invest in helping our team members develop their talents in a way that is rich in personal meaning. We invite you to join us, fulfill your purpose and make your mark!

• Comprehensive medical, dental, and vision benefits that include healthcare navigation assistance.
• Employer provided life and disability insurance.
• $5,250 Tuition Reimbursement per year.
• Immediate 401(k) match.
• A culture committed to community engagement and social impact.
• Up to 12 weeks parental leave at 100% pay and a financial benefit for adoption and surrogacy for non-physician team members once eligibility requirements are met.

The Director, Compensation provides strategic leadership for the design, implementation, and administration of enterprise-wide compensation programs. This role ensures alignment with the organization’s business objectives, talent strategy, financial goals, and regulatory requirements. The Director partners with executive leadership, HR Business Partners, Finance, and operational leaders to develop competitive, equitable, and compliant compensation programs that attract, retain, and reward top talent while supporting high-quality patient care.

• Develop and lead the organization’s compensation philosophy and strategy.
• Design and administer base pay, incentive, and variable compensation programs.
• Oversee salary structure development, market pricing, and job architecture.
• Ensure internal equity and external market competitiveness.
• Establish governance frameworks for compensation decision‑making.
• Present recommendations and analytics to executive leadership and committees.

• Lead compensation benchmarking and survey participation.
• Conduct market analyses to ensure competitive positioning across roles and service lines.
• Ensure compliance with federal, state, and local compensation regulations (e.g., FLSA, pay transparency, pay equity).
• Oversee annual compensation cycles including merit increases, incentives, and bonus planning.

• Serve as a strategic advisor to senior leaders on compensation strategy and workforce planning.
• Partner with HR Business Partners and Talent Acquisition on offer strategy and internal mobility.
• Collaborate with Finance on budget modeling, forecasting, and long‑term workforce cost planning.
• Lead and develop the compensation team.

• Utilize data analytics to evaluate pay equity, compression, and turnover trends.
• Develop dashboards and executive reporting tools.
• Monitor ROI and effectiveness of incentive programs.

• 8–10+ years of progressive compensation experience, including leadership experience.
• Bachelor’s degree in Human Resources, Business, Finance or related field.
• CCP (Certified Compensation Professional) Preferred
• SHRM‑SCP or SPHR - Preferred
• Experience in healthcare or complex, multi‑site organizations strongly preferred.
• Demonstrated expertise in salary structure design, incentive planning, and executive compensation.
• Experience working with senior leadership and presenting to executive committees.

• Strategic thinking and business acumen
• Financial and analytical expertise
• Executive presence and communication skills
• Change management and influence
• Integrity and confidentiality

The compensation for this role includes a base pay range of $116K-$174K, with the actual pay determined by factors such as skills, experience, education, certifications, geographic location, and internal equity. Additional compensation may be available through shift differentials, bonuses, and other incentives. Base pay is only a portion of the total rewards package.