Physician Compensation Administration Analyst

Job Information

Job Title: Provider Compensation Administration Analyst

Req:

Location: VMC Main Campus

Department: Human Resources

Shift: Days

Type: Full Time

FTE: 1

City State: Renton, WA

Category: Professional

Salary Range: Min $94,894 - Max $142,341 annually DOE

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.

This salary range may be inclusive of several career levels at Valley Medical Center and will be narrowed during the interview process based on several factors, including (but not limited to) the candidate's experience, qualifications, location, and internal equity.

Provider Compensation Administration Analyst

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.

Human Resources

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

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, formulas, 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.

See Generic Job Description for Administrative Partner.

Generic

Job Functions:

See Generic Job Description for Administrative Partner.

• 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