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Manager-Compensation

May 28, 2026

Job Category:Human ResourcesWork Shift/Schedule:8 Hr Morning - AfternoonNortheast Georgia Health System is rooted in a foundation of improving the health of our communities. <h2>About the Role:</h2><h1>Job Summary</h1>The Compensation Manager is responsible for the design, administration, and continuous improvement of the compensation programs supporting a multi-entity health system, including acute care hospitals, physician practices, outpatient clinics, and system services. This role partners closely with HR Business Partners, Finance, Talent Acquisition, Physician Compensation, and operational leaders to ensure compensation programs are competitive, compliant, fiscally responsible, and aligned with organizational strategy.The Compensation Manager provides leadership and subject-matter expertise related to job architecture, market pricing, pay practices, and incentive programs for non-physician roles.<h1></h1><h1>Minimum Job Qualifications</h1><ul><li>Licensure or other certifications: Certified Compensation Professional (CCP) or SPHR.</li><li>Educational Requirements: Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or related field.</li><li>Minimum Experience: 5+ years of progressive compensation experience, preferably within a health system, hospital, or large complex organization. Strong knowledge of healthcare labor markets, including clinical and non-clinical roles. Demonstrated experience with market pricing, incentive design, and compensation governance. Advanced analytical skills and high proficiency with Excel and HRIS systems.</li><li>Other:</li></ul><h1>Preferred Job Qualifications</h1><ul><li>Preferred Licensure or other certifications:</li><li>Preferred Educational Requirements: </li><li>Preferred Experience: </li><li>Other:</li></ul><h1></h1><h1>Job Specific and Unique Knowledge, Skills and Abilities</h1><ul><li>Healthcare compensation expertise with strong business acumen</li><li>Ability to interpret complex market data and translate insights into recommendations</li><li>Strong consultative and communication skills</li><li>High attention to detail with the ability to balance consistency and flexibility</li><li>Ability to manage sensitive information with discretion</li><li>Comfort operating in a fast-paced, highly regulated environment</li></ul><h1>Essential Tasks and Responsibilities</h1><ul><li><h2>Strategic Compensation Management</h2></li><li>Manage and support system-wide compensation programs, including base pay structures, market pricing, incentive plans, and special pay practices.</li><li>Translate organizational strategy, labor market conditions, and workforce needs into effective compensation solutions.</li><li>Assess and recommend changes to compensation philosophy, structures, and policies to remain competitive within healthcare labor markets.</li><li><h2>Market Pricing & Job Architecture</h2></li><li>Lead job evaluation and market pricing activities for clinical, non-clinical, leadership, and corporate roles in a health system environment.</li><li>Maintain job architecture frameworks (job families, career ladders, levels, titles) with particular attention to clinical progression models.</li><li>Participate in healthcare compensation surveys and interpret data for decision-making.</li><li><h2>Incentive & Pay Program Oversight</h2></li><li>Support the design, administration, and ongoing evaluation of incentive and variable pay programs, including performance-based and operational incentives.</li><li>Ensure incentive programs align with organizational goals, quality metrics, patient care priorities, and financial sustainability.</li><li>Partner with Finance and leadership to ensure incentive affordability and appropriate governance.</li><li><h2>Compliance & Governance</h2></li><li>Ensure compliance with federal, state, and local compensation-related regulations, including Fair Labor Standards Act (FLSA), pay equity laws, and internal audit standards.</li><li>Support internal controls, pay equity analyses, and compensation audits.</li><li>Maintain documentation, policies, and procedures supporting consistent and defensible compensation decisions.</li><li><h2>Operational & Consultative Support</h2></li><li>Serve as a trusted advisor to HR Business Partners and leaders on compensation decisions related to hiring, promotions, reclassifications, restructures, and retention actions.</li><li>Review and approve compensation requests in accordance with policy, market data, and budget guidelines.</li><li>Provide compensation education and training to leader and staff audiences.</li><li><h2>Data, Reporting & Analytics</h2></li><li>Develop and analyze compensation data, trends, and reports to support workforce planning, budgeting, and leadership decision-making.</li><li>Partner with HRIS, Payroll, and Finance teams to ensure accurate compensation data governance and reporting.</li><li><h2>Team & Project Leadership</h2></li><li>Manage and mentor compensation analysts.</li><li>Manage compensation-related projects, including annual market reviews, merit and incentive cycles, and system expansions, or integrations.</li></ul><h1>Physical Demands</h1><ul><li>Weight Lifted: Up to 20 lbs, Occasionally 0-30% of time</li><li>Weight Carried: Up to 20 lbs, Occasionally 0-30% of time</li><li>Vision: Heavy, Constantly 66-100% of time</li><li>Kneeling/Stooping/Bending: Occasionally 0-30%</li><li>Standing/Walking: Occasionally 0-30%</li><li>Pushing/Pulling: Occasionally 0-30%</li><li>Intensity of Work: Constantly 66-100%</li><li>Job Requires: Reading, Writing, Reasoning, Talking, Keyboarding, Driving</li></ul>Working at NGHS means being part of something special: a team invested in you as a person, an employee, and in helping you reach your goals. NGHS: Opportunities start here.Northeast Georgia Health System is an Equal Opportunity Employer and will not tolerate discrimination in employment on the basis of race, color, age, sex, sexual orientation, gender identity or expression, religion, disability, ethnicity, national origin, marital status, protected veteran status, genetic information, or any other legally protected classification or status.

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...

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