The posting
Current Employees:
If you are a current Staff, Faculty or Temporary employee at the University of Miami, please click here to log in to Workday to use the internal application process. To learn how to apply for a faculty or staff position, please review this tip sheet.
The University of Miami and the University of Miami Health System seek an accomplished, strategic, and analytically sophisticated compensation executive to serve as Associate Vice President, Physician & Executive Compensation. This position provides enterprise leadership for the design, governance, administration, and strategic evolution of physician and executive compensation programs across the University and UHealth.
The Associate Vice President will serve as a trusted advisor to senior University and Health System leadership, including the President, Chief Executive Officer of UHealth, Chief Human Resources Officer, Chief Financial Officer, Chief Medical Officer, deans, department chairs, and other executive leaders. The position will develop compensation strategies that attract, retain, motivate, and appropriately reward highly accomplished physicians, researchers, academic leaders, and executives while maintaining alignment with the University's academic mission, UHealth's clinical strategy, financial objectives, market competitiveness, and applicable regulatory requirements.
This leader will oversee the development and governance of physician compensation models across employed medical groups and clinical departments, as well as executive compensation programs for senior leaders. The position will establish consistent compensation philosophy, methodology, analytics, controls, and governance while recognizing the unique requirements of academic medicine, research, education, and clinical operations.
The Associate Vice President will also provide leadership for compensation-related transactions, including recruitment packages, leadership appointments, retention arrangements, incentive plans, organizational changes, affiliations, acquisitions, and other strategic initiatives.
Essential Duties and Responsibilities
Enterprise Compensation Strategy
- Develop and implement an integrated University and UHealth physician and executive compensation strategy aligned with institutional priorities, strategic plans, financial objectives, and talent needs.
- Establish and maintain compensation philosophies, principles, policies, methodologies, and governance frameworks for physician and executive compensation.
- Advise senior leadership and governing committees on compensation strategy, competitiveness, affordability, internal equity, performance incentives, and emerging compensation trends.
- Ensure compensation programs appropriately balance market competitiveness with financial sustainability and the University's academic, research, education, and clinical missions.
- Develop long-term strategies for evolving physician and executive compensation in response to changes in healthcare delivery, reimbursement, academic medicine, labor markets, and regulatory requirements.
Physician Compensation
- Provide strategic leadership for physician compensation across UHealth, including employed physicians, faculty physicians, advanced practice providers as appropriate, medical group leadership, department chairs, and other clinical leaders.
- Oversee the development and administration of physician compensation plans incorporating appropriate measures of clinical productivity, quality, access, citizenship, academic contributions, research, teaching, leadership, and other institutional priorities.
- Establish consistent methodologies for developing physician compensation plans while accommodating specialty-specific market conditions and clinical practice characteristics.
- Partner with physician and operational leaders to evaluate compensation arrangements and recommend appropriate modifications.
- Lead the analysis and development of physician recruitment, retention, leadership, and transition compensation arrangements.
- Provide compensation guidance for new programs, service lines, clinical affiliations, acquisitions, joint ventures, and other strategic transactions.
- Ensure physician compensation methodologies are supported by reliable market data, appropriate productivity benchmarks, and defensible analytical methodologies.
- Develop and maintain tools, models, and dashboards that enable leaders to understand physician compensation performance, productivity, incentives, and market positioning.
Executive Compensation
- Lead the design, evaluation, and administration of executive compensation programs for senior University and UHealth leaders.
- Develop competitive executive compensation packages that support recruitment and retention of high-caliber leadership talent.
- Conduct market benchmarking and internal equity analyses for executive positions.
- Advise senior leadership and appropriate Board or Board committee members regarding executive compensation recommendations.
- Coordinate executive compensation reviews, including base salary, incentive compensation, retention arrangements, deferred compensation, perquisites, and other executive benefits as appropriate.
- Ensure executive compensation programs are appropriately documented, governed, and supported by independent market data and analysis.
- Monitor emerging practices in executive compensation within leading academic medical centers, universities, and integrated health systems.
Compensation Governance & Compliance
- Establish robust governance processes for physician and executive compensation across the University and Health System.
- Ensure compensation programs and arrangements comply with applicable federal and state laws, regulations, tax requirements, healthcare regulatory requirements, and University policies.
- Provide leadership regarding compensation compliance considerations, including Stark Law, Anti-Kickback Statute, Internal Revenue Code requirements, fair market value, commercial reasonableness, and applicable tax-exempt organization requirements.
- Partner with Legal, Compliance, Internal Audit, Finance, Tax, Human Resources, and other stakeholders to identify and mitigate compensation-related risk.
- Develop appropriate documentation and approval processes for compensation arrangements.
- Maintain appropriate controls, audit trails, and documentation supporting compensation decisions.
- Serve as a key institutional resource during regulatory reviews, audits, due diligence, and other examinations involving physician or executive compensation.
Compensation Analytics & Market Intelligence
- Establish an enterprise compensation analytics capability utilizing external market data, internal workforce data, productivity information, financial performance, and other relevant measures.
- Select, evaluate, and manage external compensation surveys, benchmarking resources, consultants, and other market intelligence providers.
- Analyze compensation data from leading academic medical centers, health systems, universities, and relevant physician specialty markets.
- Develop sophisticated analytical models to evaluate compensation competitiveness, internal equity, productivity, incentive effectiveness, and financial impact.
- Translate complex compensation analytics into clear recommendations for senior leaders and governing bodies.
- Monitor market trends and proactively identify emerging compensation risks and opportunities.
Leadership & Organizational Partnership
- Serve as a strategic partner to the Chief Human Resources Officer, Chief Financial Officer, Chief Medical Officer, Chief Executive Officer of UHealth, academic leadership, and other senior executives.
- Build strong relationships with deans, department chairs, clinical leaders, faculty leaders, finance leaders, HR business partners, and operational executives.
- Lead and develop a high-performing compensation team with expertise in physician compensation, executive compensation, analytics, benchmarking, and compensation administration.
- Establish service standards and consistent processes for responding to compensation requests and executive-level analyses.
- Promote transparency, consistency, accountability, and sound governance while appropriately protecting confidential compensation information.
- Collaborate with HR, Finance, Faculty Affairs, Medical Staff Affairs, Legal, Compliance, Revenue Cycle, Clinical Operations, and other functions to ensure effective execution of compensation programs.
Strategic Initiatives
- Provide compensation leadership for major institutional initiatives, including organizational restructuring, physician practice acquisitions, affiliations, new service lines, expansion into new markets, and other strategic transactions.
- Evaluate the compensation implications of changes in reimbursement models, value-based care, productivity expectations, and clinical practice structures.
- Develop compensation strategies that support recruitment into strategically important specialties and areas of clinical need.
- Support leadership succession planning and organizational design through compensation analysis.
- Evaluate the effectiveness of existing compensation programs and recommend changes to improve alignment with institutional objectives.
Minimum Qualifications
- Bachelor's degree in business administration, finance, economics, human resources, healthcare administration, or a related field.
- Master's degree in business administration, healthcare administration, human resources, finance, or a related discipline strongly preferred.
- 10 or more years of progressively responsible experience in compensation, with significant experience in physician and/or executive compensation.
- Demonstrated leadership experience within a complex healthcare system, academic medical center, university, or similarly complex organization.
- Significant experience developing and administering physician compensation plans in an academic medicine or health-system environment.
- Demonstrated experience with executive compensation benchmarking and strategy.
- Strong knowledge of compensation principles, market benchmarking, incentive design, and compensation analytics.
- Demonstrated understanding of healthcare compensation regulatory requirements, including fair market value, commercial reasonableness, Stark Law, Anti-Kickback Statute, and applicable tax requirements.
- Experience presenting complex compensation recommendations to senior executives, physicians, governing committees, or boards.
- Demonstrated ability to lead teams and manage highly confidential and sensitive information.
Preferred Qualifications
- Experience within a large academic medical center or integrated academic health system.
- Experience supporting both clinical and academic/faculty compensation.
- Experience overseeing physician compensation for a large employed medical group.
- Certified Compensation Professional (CCP), Certified Physician Practice Manager (CPPM), or other relevant professional certification preferred.
- Experience with compensation analytics, financial modeling, and advanced data visualization.
- Experience working with physician productivity methodologies and benchmarks, including wRVU-based compensation models.
- Experience with executive compensation within a nonprofit or tax-exempt organization.
- Experience working directly with Board committees or compensation committees.
- Experience supporting mergers, acquisitions, affiliations, joint ventures, or other healthcare transactions.
Knowledge, Skills & Abilities
- Exceptional strategic and analytical capabilities with the ability to translate complex data into actionable recommendations.
- Deep understanding of physician compensation and the economics of academic medicine.
- Strong understanding of executive compensation principles and market practices.
- Excellent financial modeling and quantitative analysis skills.
- Strong knowledge of healthcare regulatory and compensation compliance requirements.
- Exceptional communication and presentation skills, including the ability to communicate complex compensation matters to physicians, executives, and governing boards.
- Strong executive presence, judgment, discretion, and interpersonal skills.
- Ability to navigate complex organizational environments and balance competing priorities.
- Demonstrated ability to influence senior leaders without relying solely on formal authority.
- Strong project management and organizational skills.
- Ability to maintain strict confidentiality and exercise sound judgment when handling highly sensitive compensation information.
- Commitment to equity, consistency, transparency, and ethical compensation practices.
#LI-SC1
The University of Miami offers competitive salaries and a comprehensive benefits package including medical, dental, tuition remission and more.
UHealth-University of Miami Health System, South Florida's only university-based health system, provides leading-edge patient care powered by the ground breaking research and medical education at the Miller School of Medicine. As an academic medical center, we are proud to serve South Florida, Latin America and the Caribbean. Our physicians represent more than 100 specialties and sub-specialties, and have more than one million patient encounters each year. Our tradition of excellence has earned worldwide recognition for outstanding teaching, research and patient care. We're the challenge you've been looking for.
The University of Miami is an Equal Opportunity Employer. Applicants and employees are protected from discrimination based on certain categories protected by Federal law.
Job Status:
Full time
Employee Type:
Staff
