Physician Compensation Administration Analyst

Job Title

Physician Compensation Administration Analyst

Req:

VMC Main Campus

Human Resources

Full Time

1

Renton, WA

Professional

Min. $94,894 - Max $142,341 annually DOE

Typically, Monday - Friday; hours may vary to meet department needs.

Director, Physician Services and Financial Analysis

The position description is a guide to the critical duties and essential functions of the job, not an all-inclusive list of responsibilities, qualifications, physical demands, and work environment conditions. Position descriptions are reviewed and revised to meet the changing needs of the organization.

TITLE:

Provider Compensation Administration Analyst JOB OVERVIEW:
The Provider Compensation Administration Analyst is responsible for administering, analyzing, and maintaining the organization's provider compensation program. This includes incentive calculations, pay plan modeling, compliance monitoring, compensation reporting, and system-based data management to ensure accurate, timely, and compliant pay administration. The role serves as a liaison between Finance, Human Resources, Payroll, and departmental leadership to support strategic compensation initiatives and ensure pay practices are consistent with organizational goals and regulatory requirements.

DEPARTMENT:
Human Resources

WORK HOURS:

Typically, Monday - Friday; hours may vary to meet department needs.

REPORTS TO:

Director, Physician Services and Financial Analysis

• Bachelor's Degree required, preferably in Accounting, Finance, or Business, Additional experience may be considered in lieu of degree requirement.
• Minimum of three (3) years of experience in physician group management and/or compensation administration, required.
• General knowledge of professional billing rules, RVU usage, and physician production benchmarking strongly preferred.
• Experience with HRIS systems (Infor/Lawson, Kronos) preferred; experience with Heisenberg Physician Compensation System strongly preferred.
• Microsoft Excel expertise (macros, functions, pivot tables, lookups).

• Attention to detail with a high level of accuracy.
• Strong analytical and critical thinking skills.
• Ability to work independently while maintaining confidentiality.
• Strong people skills to interact with physicians, managers, and colleagues.
• Ability to manage multiple priorities in a fast-paced environment.

• Responsible for the development and analysis of provider compensation plans.
• Functions as a strategic partner with executive leadership teams, leading compensation design and implementing new programs and best practices.
• Calculate physician incentives according to plan terms, coordinate review, approval, and payment.
• Administer provider productivity reporting and benchmark employed and contract-retained providers against market standards.
• Monitor and ensure compliance with all compensation plans and contracts.
• Provide overviews of compensation plans for new hires and respond to compensation-related inquiries.
• Model annual market review updates, ensuring pay aligns with fair market value.
• Prepare and distribute provider compensation reports with supporting detail.
• Research variances and explain pay and performance outcomes to stakeholders.
• Manage the compensation administration shared email inbox, logging each incoming item into a timeline to document and coordinate future system changes.
• Maintain compensation-related data integrity in physician compensation systems, including tracking of monthly provider clinical FTE reflective of all changes and leaves of absence.
• Generate standard and ad-hoc compensation reports and dashboards.
• Audit payroll data to ensure accuracy and compliance.
• Collaborate with IT, Finance, HRIS and other teams as necessary to improve data workflows, processes, and compensation system functionality.
• Calculate annual budgets for incentives and related expenses.
• Ensure compensation practices are consistent with legal, regulatory, and policy requirements.
• Develop and maintain documentation for compensation processes and system use.
• Provides input on and implements policies, procedures and processes on a system-wide basis.
• Identify and implement opportunities to improve compensation administration efficiency.
• Other duties as assigned.

Created: 10/25

Grade: NC-11

FLSA: E

CC: 8650