The University of Miami is seeking an experienced leader to direct physician and faculty compensation strategy, ensuring competitive, compliant, and market-aligned programs across the academic medical enterprise. The Executive Director, Physician & Faculty Compensation leads the strategy, design, and administration of compensation programs for physicians and faculty within an academic medical center environment. This role is responsible for ensuring all compensation arrangements are fair market value (FMV), commercially reasonable, and compliant with applicable federal and state regulations, including Stark Law and Anti-Kickback Statute requirements.

The Executive Director partners closely with clinical, academic, and administrative leadership to develop productivity-based and mission-driven compensation models that support organizational goals related to patient care, research, education, and financial performance. This role also oversees faculty compensation governance processes, contract administration, and market benchmarking, while monitoring industry trends to inform compensation strategies.

Core Job Functions      

Compensation Strategy & Governance

• Leads the design, implementation, and ongoing evaluation of physician and faculty compensation models, including base salary, productivity incentives (e.g., wRVUs), quality metrics, and academic incentives.

• Partners with the Compensation Committee and executive leadership to ensure alignment with institutional strategy and market practices.

• Collaborates closely with Compliance, Finance, Human Resources, and Clinical Operations teams on compensation-related matters.

• Builds strong relationships with academic and clinical leadership to ensure transparency and understanding of compensation models.

• Prepares and presents compensation analyses and recommendations to senior leadership and governing bodies.

• Ensures all compensation arrangements are supported by documented FMV and commercial reasonableness analyses.

• Maintains compliance with all applicable regulatory requirements, including Stark Law, Anti-Kickback Statute, and IRS guidelines for tax-exempt organizations.

• Establishes and monitors internal controls and audit processes related to physician and faculty compensation programs

 Market Benchmarking & Analytics

• Oversees market benchmarking using national compensation surveys (e.g., MGMA, AAMC, SullivanCotter) to inform compensation structures and pay decisions.

• Provides advanced analytics related to productivity (wRVUs), compensation per wRVU, collections, and performance trends by specialty and provider.

• Identifies emerging market trends and provides strategic recommendations to leadership.

• Partners with Department Chairs, Vice Chairs, and the Dean’s Office to develop and implement specialty-specific compensation plans aligned with clinical, academic, and research expectations.

• Supports recruitment and retention efforts through development of competitive compensation packages, including start-up funding and ramp-up models.

• Provides historical performance and productivity data to inform recruitment and compensation plan design.

Financial Planning & Documentation

• Oversees the administration and lifecycle management of all physician and faculty employment agreements, including initial contracts, amendments, and renewals.

• Ensures accurate and complete documentation of compensation terms, incentive plans, and supporting FMV analyses.

• Develops and manages compensation budget guidelines, including forecasting physician and faculty compensation costs based on productivity and growth projections.

• Supports business planning efforts through modeling of compensation scenarios and financial impact analyses.

Data/Systems Management & Reporting

• Leads the development and standardization of compensation data infrastructure to ensure accuracy, consistency, and accessibility across departments.

• Oversees reporting frameworks and dashboards related to compensation, productivity, and financial performance.

• Ensures effective data governance and integration across systems supporting physician and faculty compensation.

• Defines business requirements and leads the implementation and ongoing enhancement of systems supporting physician compensation (e.g., reporting tools, compensation management systems).

• Oversees testing, validation, and maintenance of compensation-related systems and reporting tools.

• Develops educational resources and training for leaders and staff on compensation programs and processes.

• Establishes and continuously assesses the effectiveness of the internal controls within the unit and compliance with University policies and procedures. Ensures employees are trained on controls within the function and on University policy and procedures.

This list of duties and responsibilities is not intended to be all-inclusive and may be expanded to include other duties or responsibilities as necessary.

Core Qualifications            

Education:

Bachelor’s degree in relevant field required

Experience:

Minimum 7 years of relevant experience required

Knowledge, Skills and Abilities:

• Strategic Alignment: Skilled in aligning departmental goals with enterprise-wide strategy and develops comprehensive strategic plans.

• Financial Management: Ensures fiscal responsibility, and optimization of financial performance.

• Resource Management: Ability to allocate resources and drive innovation and growth.

• Adaptability: Proven ability to adjust to changes and leads/inspires transformational change.

• Team Leadership: Ability to build and lead high-performing teams, manage complex projects, and ensure successful project delivery.

• Technology & Analytics: Understanding of technology, data analytics, and performance measurement to drive strategic decisions and identify opportunities.

• Communication: Ability to influence others, articulate strategic vision, and ensure clear and persuasive communication.

This is a core job profile description and is not reflective of all duties that may be assigned to a specific position in each individual department. The above statements are intended to describe the general nature and primary responsibilities of this core job profile. Specific duties and tasks may vary based upon departmental needs. Other duties may be assigned to the above consistent with the knowledge, skills, and abilities required for the job.