Program Manager, Business Partner

Provides strategic compensation consultation by leading the design, analysis, and implementation of compensation programs and solutions that align with Sentara’s organizational goals. Leveraging your deep expertise in compensation strategy, market analysis, and healthcare industry dynamics, you will partner with executive leadership, HR, and finance teams to develop competitive, equitable, and sustainable pay structures. Plays a critical role in advising on base pay, incentive plans, executive compensation, and compensation governance, ensuring all programs support talent attraction, retention, and motivation across clinical and non-clinical roles.

Act as consultant and subject matter expert, ensuring that pay practices are competitive, equitable, and aligned with the business unit's unique needs and talent strategy. Partner closely with Talent Acquisition to ensure that there is consistency on the compensation philosophy and how it is applied.

Key Responsibilities
:

• Act as a strategic advisor to assigned business units, bringing deep understanding of business objectives to shape compensation strategies that drive performance and support growth.

• Conduct complex compensation analyses, including market benchmarking, job evaluations, internal equity reviews, and pay structure design to support workforce strategy.

• Partner closely with HR Business Partners (HRBPs) and Talent Acquisition (TA) to ensure consistent application of Sentara’s compensation philosophy and alignment with hiring strategies.

• Provide strategic guidance during organizational events such as mergers, acquisitions, and restructures, ensuring compensation decisions reinforce business integration and continuity.

• Participate in division Senior Leadership Team (SLT) meetings to deliver compensation insights and updates on Center of Excellence (COE) initiatives and enterprise-wide compensation practices.

• Consult on job architecture, including job leveling, titling, and career pathing to ensure clarity, consistency, and scalability across roles.

• Serve as the primary resource for addressing complex or high-impact compensation challenges related to recruitment, retention, and market competitiveness.

• Conduct and present compensation data analysis, market reviews, and benchmarking reports to identify trends, close gaps, and support decision-making.

• Collaborate with HRBPs to develop and implement targeted retention and incentive strategies tied to business unit needs and workforce risks.

• Address day-to-day compensation requests from the business, ensuring timely, accurate, and policy-aligned responses in coordination with HRBPs.

Education/

Experience:

• Bachelors Degree (Required)
• Progressive compensation experience, ideally in a complex healthcare or multi-site environment, 5 to 7 years (Required)