Compensation Specialist, Business

Overview

The Compensation Specialist is the operational owner of Confluent Health’s enterprise compensation programs. This role runs the annual compensation cycle, administers incentive and bonus plans, prices jobs against the external market, andmaintainsthe data integrity that every downstream compensation decision depends on.

The work spans a clinically dense, geographically distributed workforce of
10,000 employees across 850 locations in 31 states, with five business lines that carry different pay structures and incentive designs. Market conditions for licensed clinicians vary materially by geography, which makesaccuratepricing and disciplined structure maintenance a business issue rather than an administrative one.

This role partners closely with Total Rewards, People & Culture Technology, Payroll, Finance, Talent Acquisition, and operating leaders. Success is measured in accuracy, timeliness, and the ability to translate compensation data into recommendations that a non-compensation leader can act on.

• Own end-to-end coordination of the annual merit and incentive cycle: timeline, system configuration, manager tools, approval routing, and payroll handoff.
• Build andmaintainmerit planning worksheets and budget allocation models; reconcile final awards to approved budget by business line.
• Prepare and quality-check compensation recommendation packets for leader review, includingcompa-ratio,rangepenetration, and performance context.
• Manage promotional, market, equity, and off-cycle reviews against defined criteria and approval thresholds.
• Drive the approval workflow to completionescalating exceptions and stalled approvals rather than absorbing the delay.

• Match jobs topublishedsurvey data and price roles across clinical, clinic leadership, and corporate job families in 31 states.
• Maintain salary structures, pay grades, and geographic differentials; recommend annual structure movement based on survey aging andobservedmarket movement.
• Run internal equity and compression analysis, with particular attention to incumbent clinicianpayrelativeto new-hire market rates.
• Translate market findings into written recommendations witha clearcost implication and a clear recommended action.
• Monitor market trends and regulatory movement affecting clinical and multi-state pay practices; surface issues before they become escalations.

• Administer incentive and bonus plans end toend:eligibility, proration, calculation, validation, and payout.
• Reconcile calculated payouts with Finance and Payroll beforereleaseandownthe supporting audit trail.
• Maintain participant eligibility records and resolve discrepancies at the source in UKG.
• Draft participant-facing plan communications and respond to escalated participant questions.
• Track participation, payout distribution, and cost against plan; flag where plan mechanics are not producing the intended behavior.

• Build andmaintainrecurring compensation reporting —compa-ratio,rangepenetration, pay mix, and new-hire versus incumbent differentials.
• Supportpayequity analysis and prepare findings for People & Culture and Legal review.
• Preparecompensationexhibits for executive and board-level reporting.
• Own compensation data integrity in UKG through audit routines, exception reporting, and correction at the source.

• Maintain standard operating procedures, calendars, templates, and jobdocumentationso the compensation cycle is repeatable and notperson dependent.
• Maintains jobdescriptionsandsupportsjob evaluation and FLSA classification review for new and changed roles.
• Advises managers on…