Faculty Compensation Analyst Sr

Ann & Robert H. Lurie Children’s Hospital of Chicago provides superior pediatric care in a setting that offers the latest benefits and innovations in medical technology, research and family-friendly design. As the largest pediatric provider in the region with a 140-year legacy of excellence, kids and their families are at the center of all we do. Ann & Robert H. Lurie Children’s Hospital of Chicago is ranked in all 10 specialties by the U.S. News & World Report. Location Ann & Robert H. Lurie Children's Hospital of Chicago Job Description General Summary: The Faculty Compensation Analyst, Sr will support the Lurie Children’s Medical Group (LCMG) Director, Faculty Compensation Administration, LCMG Sr. Director, and Chief Administrative Officer (CAO) in the oversight and administration of faculty compensation plan execution for each of LCMG’s seven Operating Units. This role supports projects impacting areas of compensation design, benchmarking and faculty and provider productivity, partnering with Department Leaders, administrative leadership, finance, legal services, and human resources. Other responsibilities include monitoring KPIs, evaluating opportunities and making recommendations for improvement, supporting new projects workflows and improving faculty and provider recruitment and retention strategies. This role will also support the annual budgeting process and support other projects and new programs from development to implementation in a multitude of ways to support the operations and financial success of LCMG. Essential Job Functions: Provides consultative support to Department Leadership, offering guidance and interpretation of faculty and physician compensation programs and policies to support departments in ensuring their compensation plan follows the medical center’s philosophy and is achieving the strategic goals of the medical group. Supports departments in evaluating and implementing revisions and enhancements to their compensation plans. Provides routine reports and supports faculty and administrative leadership on compensation levels and cost projections for budgetary measures. Interprets, analyzes and implements compensation arrangements in faculty employment agreements based on established organization protocols and methodology (i.e. offer letters, benefits, benchmarking, etc.) Conducts benchmarking and internal equity analysis to formulate recommendations that ensure competitive, cost-effective and legally compliant faculty compensation. Evaluates opportunities for process improvement and introduction of best practice methodologies for enhancing faculty and provider productivity. Conduct market and standard process research to formulate and support compensation recommendations. Routinely prepares and distributes compensation and productivity reconciliation summaries for faculty and providers to administrative and clinical leaders. Participates and completes annual physician compensation and productivity surveys. Ensures pay practices remain aligned with federal, state and local regulations Analyzing compensation data throughout the year to ensure accurate administration, including reviewing payroll files and validating pay, as well as processing moonlighting pay for faculty Participates and collaborates closely with legal services and consultants on the data gathering and analysis for Fair Market Value (FMV),regulatory compliance, and commercial reasonableness (CR). Other functions as assigned to support the business operations of LCMG. Knowledge, Skills and Abilities: Bachelor’s degree in Business, Finance, Healthcare Administration, or a related field. two or more years of experience in faculty compensation planning or administration, business analytics, financial modeling or healthcare operations, with a focus on data-informed decision-making. Experience working with physicians and physician leadership preferred. Demonstrated understanding of faculty practice compensation operations in an academic medical center. Experience in development, design and implementation of large, complex faculty compensation programs preferred. In-depth knowledge of current physician compensation trends and practices to inform design and ensure accurate reporting. Understanding of pay practices to remain aligned with federal, state and local regulations. Advanced proficiency in Microsoft Excel and PowerPoint required (advanced functions, pivot tables, and data visualization) and other analytics tools such as Power BI or Tableau. Advanced knowledge on data collection processes and utilizing Excel to construct financial models preferred. Strong analytical and problem-solving skills with demonstrated ability to create financial models and perform complex analyses. Excellent communication and presentation skills, with the ability to translate complex data into actionable insights. Ability to work independently and collaboratively within a team, demonstrating initiative and adaptability in a dynamic environment. Strong organizational and project management skills, including the ability to manage multiple priorities and deadlines. Ability to communicate effectively in a leadership role with clinical, business, and administrative staff – Education Pay Range $76,960.00-$125,840.00 Salary At Lurie Children’s, we are committed to competitive and fair compensation aligned with market rates and internal equity, reflecting individual contributions, experience, and expertise. The pay range for this job indicates minimum and maximum targets for the position. Ranges are regularly reviewed to stay aligned with market conditions. In addition to base salary, Lurie Children’s offer a comprehensive rewards package that may include differentials for some hourly employees, leadership incentives for select roles, health and retirement benefits, and wellbeing programs. For more details on other compensation, consult your recruiter or click the following link to learn more about our benefits. Benefit Statement For full time and part time employees who work 20 or more hours per week we offer a generous benefits package that includes: Medical, dental and vision insurance Employer paid group term life and disability Employer contribution toward Health Savings Account Flexible Spending Accounts Paid Time Off (PTO), Paid Holidays and Paid Parental Leave 403(b) with a 5% employer match Various voluntary benefits: Supplemental Life, AD&D and Disability Critical Illness, Accident and Hospital Indemnity coverage Tuition assistance Student loan servicing and support Adoption benefits Backup Childcare and Eldercare Employee Assistance Program, and other specialized behavioral health services and resources for employees and family members Discount on services at Lurie Children’s facilities Discount purchasing program There’s a Place for You with Us At Ann & Robert H. Lurie Children’s Hospital of Chicago and its affiliates (collectively “Lurie Children’s”), we embrace and celebrate diversity and equity in a serious way. We are committed to building a team with a variety of backgrounds, skills, and viewpoints — recognizing that diverse identities strengthen our workplace and the care we can provide to the Chicago community and beyond. We treat everyone fairly, appreciate differences, and make meaningful connections that foster belonging and allyship. This is a place where you can be your best, so we can give our best to the patients and families who trust us with their care. Lurie Children’s and its affiliates are equal employment opportunity employers. We value diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity or expression, religion, national origin, ancestry, age, disability, marital status, pregnancy, protected veteran status, order of protection status, protected genetic information, or any other characteristic protected by law. For questions about how to request an accommodation please contact: AI Notice Lurie Children’s utilizes certain AI-enabled features within our recruiting platform to support candidate engagement and assist recruiters in identifying and prioritizing applicants whose experience aligns with job requirements. All employment decisions are made by individuals. It is a civil rights violation with respect to recruitment, hiring, promotion, or employment for an employer to use artificial intelligence that has the effect of subjecting employees to discrimination on the basis of protected classes under the Illinois Human Rights Act or to use zip codes as a proxy for protected classes. For questions about the use of artificial intelligence in this process or any additional support, please contact: