[Hiring] Senior Compensation Consultant @UF Health

Role Description

The Senior Compensation Consultant is a senior individual contributor and subject matter expert responsible for shaping, consulting on, and advancing compensation strategy and practices across the healthcare system. Provides high-level expertise to corporate Centers of Excellence (COEs), HR partners, and operational leadership.

• Ensures compensation programs are aligned with organizational goals, competitive within the market, equitable in practice, and compliant with regulatory requirements.
• Leads complex compensation initiatives, including job evaluations, market analyses, and program design.
• Interprets industry trends and leverages data-driven insights to influence strategic decisions.
• Serves as a trusted advisor, delivering consultative guidance to leadership while supporting the development and continuous improvement of compensation frameworks and practices.

Responsibilities

• Strategic Compensation Consultation: Provide expert consultation to senior leadership and HR partners on compensation philosophy, market competitiveness, pay structures, and total rewards positioning.
• Translate business priorities into thoughtful compensation strategies that support talent attraction, retention, and organizational performance.
• Serve as a trusted advisor in complex compensation decisions such as promotions, job realignment, retention offers, and compression challenges.
• Program Design & Enhancement: Lead the design, refinement, and governance of broad-based and specialty compensation programs — including base pay structures, incentive pay, premium differentials, and recognition frameworks.
• Ensure programs reflect industry best practices, internal equity, and compliance with applicable laws and regulations.
• Partner with Total Rewards peers to iterate and elevate compensation frameworks that support enterprise workforce strategy.
• Market Benchmarking & Job Architecture: Conduct complex job evaluation, leveling, and market pricing activities.
• Analyze and interpret compensation survey data, develop competitive pay recommendations, and ensure internal job architecture aligns with business needs and market context.
• Lead benchmarking exercises for new and evolving roles, ensuring accurate and defensible job classifications.
• Advanced Analytics & Financial Impact: Develop robust analytical models, dashboards, and reporting that articulate compensation insights and business impact for executive audiences.
• Evaluate compensation trends, cost implications, and retention patterns; identify risks and opportunities to inform strategic workforce planning and budgeting.
• Governance, Compliance & Risk Management: Ensure compensation practices comply with federal, state, and local regulations, including wage-hour, pay equity, and healthcare-specific requirements.
• Establish and maintain compensation governance standards and documentation to support transparent decision-making and defendable outcomes.
• Monitor changes in regulatory or market environments and prepare recommendations to maintain compliance and competitiveness.
• Project Leadership & Cross-Functional Collaboration: Lead compensation-related projects of significant scope such as enterprise job architecture initiatives, system redesigns, mergers/acquisitions impacts, and major process improvements.
• Partner with HRIS, Finance, Talent Acquisition, Payroll, and other stakeholders to implement and operationalize compensation solutions across the organization.
• Thought Leadership & Mentorship: Act as a subject matter expert and resource for compensation practitioners across the system.
• Mentor peers and less experienced analysts on complex compensation practices, modeling approaches, and strategic thinking.
• Represent the Compensation team in enterprise discussions and contribute to building organizational capability in compensation disciplines.

Qualifications

• Education: Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or a closely related field; Master’s degree in Business Administration, HR or related field preferred.
• Experience: Minimum of ten (10) years of progressive compensation experience in complex, multi-site organizations, preferably in healthcare.
• License/Certifications: Certified Compensation Professional (CCP) or equivalent preferred.