Senior Compensation Manager presso Health Management Associates

Overview

Help shape the future of compensation at HMA.

HMA is looking for a Senior Compensation Manager who thrives on data, detail, and impact. This is not a role for someone who just reviews reports. This is a role for a compensation expert who enjoys rolling up their sleeves, diving into market analysis, and managing compensation programs that make a difference.

In this role, you will be the go-to person for all things compensation, from base pay structures and incentive plans to market pricing across diverse U.S. labor markets. You will collaborate with the integration of our job classification system, ensuring alignment, equity, and scalability as our firm grows. Your hands-on experience with the UKG Pro platform will allow you to streamline processes, deliver data-driven insights, and set the foundation for future innovation in compensation management.

HMA is a fast-moving national healthcare consulting company with colleagues across the country. You will bring your expertise with tools like Culpepper and ERI to deliver compensation strategies that help us attract, reward, and retain top talent. While benefits remain a separate function, this role will position you for growth into a potential future Total Rewards leadership role. This position is a hybrid work-from-home/in-office presence.

If you are a seasoned compensation analyst who is ready to step into a high-impact position, and the prospect of influencing pay mix and practices of a growing, mission-driven firm excites you, you should strongly consider applying for this position. We would love to hear from you!

You are a strong fit for this for this role if you…

• Have at least 7 years of hands-on compensation experience and enjoy being the go-to subject matter expert.
• Are skilled in market pricing and salary benchmarking using Culpepper, ERI, or similar tools.
• Can confidently advise on pay recommendations across multiple states and labor markets.
• Work with a high degree of independence, exercising sound judgment, and moving projects forward without needing day-to-day direction.
• Take pride in balancing strategic thinking with roll-up-your-sleeves execution.
• Thrive on details, data accuracy, and clear communication.
• Bring experience from the consulting or professional services industry.

Job SummaryReporting directly to the Chief Human Resources Officer, this position is responsible for the design, administration, and analysis of base pay programs, incentive compensation, market pricing, and the integration of the firm’s job classification system. The Senior Compensation Manager position requires the ability to apply market data to support consistent and equitable pay practices across multiple states. This position will ensure compliance with applicable laws and regulations, including emerging pay transparency requirements, and will help support pay equity audits.

Responsibilities

 Work Performed and Job Requirements

• Manages the design, administration, and analysis of the firm’s compensation programs, including base pay structures and incentive plans, ensuring alignment with business objectives and labor market practices.
• Conducts detailed market pricing, salary benchmarking, and compensation analysis using tools such as Culpepper, ERI, etc.
• Serves as the primary advisor on compensation recommendations for new hires, promotions, adjustments, and retention strategies.
• Collaborates on the integration of the job classification system as it relates to compensation to ensure consistency, equity, and scalability across the firm.
• Ensures proper alignment of pay mixes (base, incentive, etc.) as established by executive leadership.
• Develops and maintains compensation policies, practices, and procedures that align with compliance requirements across multiple states and diverse labor markets.
• Ensures compliance with federal, state, and local pay transparency requirements, assisting in preparing job postings and documentation as applicable.
• Partners with external vendors to support pay equity audits and provide internal data and insights for review.
• Collaborates with HR, Finance, and Legal colleagues to ensure compensation practices support engagement, retention, and compliance.
• Acts as a backup resource for benefits-related matters as needed.
• Monitors external trends, legislative updates, and competitive practices, recommending adjustments as appropriate.
• All other duties as assigned.

Qualifications

 Education/Training

• Bachelor’s degree in human resources, business administration, finance, or a related field. Master’s degree preferred.
• Certified Compensation Professional (CCP) strongly preferred.

Experience

• Minimum seven years of progressive experience in compensation analysis and management, ideally within a mid- to large-sized HR department.
• Demonstrated expertise in base pay administration, incentive plan design, and market pricing across multi-state labor markets.
• Strong proficiency with compensation survey data and tools, including Culpepper and ERI.
• Experience contributing to job classification initiatives.
• Advanced analytical skills with demonstrated ability to build and interpret models, analyze data, and translate insights into practical recommendations.
• Exceptional attention to detail, organizational skills, and ability to balance strategic thinking with hands-on execution.
• Strong communication skills, with the ability to provide clear recommendations.
• Experience in the consulting or professional services industry is a strong plus.

Knowledge, Skills and Abilities

• Deep understanding of compensation principles, practices, and compliance requirements, including FLSA, pay equity, and multi-state labor laws.
• Strong knowledge of base pay design, salary structures, and incentive compensation plan administration.
• Familiarity with job classification frameworks and their integration with compensation systems.
• Proficiency in compensation survey tools and data sources, particularly Culpepper and ERI.
• Awareness of benefits and total rewards concepts to serve as a backup resource when needed.
• Knowledge of current market trends, legislative changes, and best practices in compensation.
• Advanced analytical and quantitative skills, including compensation modeling, forecasting, and pay mix analysis.
• Strong proficiency with Excel and data visualization tools for compensation reporting and analysis.
• High level of accuracy and attention to detail in data handling and reporting
• Excellent written and verbal communication skills to translate complex data into clear recommendations.
• Strong consulting and advisory skills, with the ability to influence HR partners and business leaders.
• Project management skills to lead initiatives such as job classification integration or compensation program updates.
• Proficiency with HRIS platforms such as UKG.
• Excellent attention to detail.
• Solid time management skills.
• Ability to operate as a hands-on practitioner who delivers high-quality, accurate work under tight deadlines.
• Ability to balance day-to-day tactical work with broader strategic initiatives.
• Ability to maintain a high level of confidentiality and handle sensitive compensation data with discretion.
• Ability to adapt to evolving business needs.
• Ability to work independently while building collaborative relationships across HR and the firm.

Core Competencies

• Project Management – Plans, organizes, and drives projects to completion, balancing scope, time, and resources effectively.
• Cross-Functional Coordination – Effectively collaborates across departments to align efforts, share resources, and achieve broader goals.
• Results Orientation – Focuses on achieving high-quality outcomes and meeting commitments.
• Analytical Thinking – Uses data-driven analysis to support recommendations and decisions.
• Business Acumen – Understands the firm’s financial drivers and aligns compensation practices with organizational objectives.
• Consultative Influence – Provides credible, trusted guidance to HR and business leaders.
• Execution and Accountability – Delivers accurate, timely work while managing multiple priorities.
• Collaboration – Partners effectively across HR functions (talent acquisition, performance management, benefits) to ensure integrated solutions.
• Communication – Clearly conveys complex compensation concepts to diverse audiences.
• Change Agility – Adapts quickly to shifting priorities, evolving market conditions, and organizational transformation.
• Integrity – Maintains confidentiality and exercises sound judgment with sensitive data and decisions.

EEO

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Additional Info

The posted salary range for this role at HMA includes a range of factors that we consider when making compensation decisions. These factors include but are not limited to experience, education, training, skills, licensures, and certifications, along with other business and organizational needs. HMA may adjust the posted salary range estimate for applicable geographic differentials associated with the location where we may fill the position. At HMA, we generally do not hire an individual at or near the top of the range for their role. All compensation decisions are dependent on the variables of each case. A reasonable estimate of the existing salary range for this position is $110,000 to $140,000 annually.

HMA offers a robust benefits package for full-time colleagues. Benefits include health, dental, vision, group life/AD&D, voluntary life/AD&D, short-term disability, long-term disability, paid parental leave, paid time off, paid holidays, 401(k) employer match and safe harbor contribution, and our long-term equity incentive plan.

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