Sr Director, Compensation

Nemours is seeking a Sr. Director, Compensation. 

Serves as the enterprise-wide strategic leader for the compensation, responsible for designing, governing, and continuously advancing Nemours compensation programs across all locations and job families.  This role blends strategic vision, operational excellence, and sophisticated analytics and communication ensuring compensation programs attract, motivate, and retain top talent while supporting Nemours mission, financial stewardship, and growth strategy within a dynamic healthcare industry vertical.  This role will work directly with management at all levels to influence, guide, and lead compensation decisions to assist the organization with its overall goals and objectives. Develops salary planning and forecasting for compensation adjustments that are aligned to financial objectives.  Responsible for leveraging compensation programs against the marketplace with insights for best practice and trends while being mindful of internal policies and government regulations, where applicable.

This leadership role will:

• Lead a multi‑state compensation function serving 9,000 associates.
• Be the primary advisor to senior executives, HR leadership, and the Compensation Committee on compensation strategy, governance, market competitiveness, and pay equity.
• Oversee enterprise job architecture, job leveling, salary administration, incentive design, and compensation analytics.
• Advance technology, process, and data capabilities to elevate compensation decision‑making.

This is a high‑impact, high‑visibility leadership role requiring exceptional judgment, influential leadership, and the ability to navigate ambiguity in a complex healthcare environment.

Job requirements:

• Bachelor’s degree in Business, Communications, Human Resources, or related field required.
•  Master’s degree (i.e., MBA, MS-HR, or related field) preferred. 
• Minimum: 10-15 years of progressive compensation experience, including at least 4-10 years in leadership roles
• Experience in a complex healthcare environment; experience supporting physician or clinical compensation models a plus.
• SHRM-SCP, SPHR, or CCP preferred. 

Essential Functions: 

Strategic Leadership and Executive Advisory

• Serves as Nemours principal compensation strategist, advising senior executives and enterprise leaders on market trends, competitive pay positioning, and compensation implications for enterprise talent strategy.
• Partners closely with the SVP, Total Rewards on strategic priorities, governance structures, compensation philosophy, and Compensation Committee deliverables.
• Provides thought leadership on emerging compensation issues (e.g., pay equity, pay transparency, regulatory changes, competitive labor dynamics).

Compensation Program Design and Governance

• Leads the design, implementation, and governance of all compensation programs—base pay, variable pay, premium pay, recognition programs, and executive- or physician-related intersections—ensuring alignment with talent objectives and financial constraints.
• Establishes and maintains compensation policies, decision frameworks, and governance standards to ensure consistency and compliance across all locations and job families.
• Ensures programs are compliant with federal, state, and local regulations, including emerging pay transparency requirements.

Job Architecture and Job Governance

• Owns Nemours’ enterprise job architecture, job leveling, job families, and job description standards.
• Oversees enterprise job design, evaluation, market pricing, and structure development.
• Ensures scalable job governance to support organizational growth, restructuring, and workforce optimization.

Compensation Analytics, Market Intelligence and Forecasting

• Leads advanced compensation analytics, including: 
  • Market competitiveness studies
  • Internal equity analyses
  • Predictive modeling for labor cost forecasting
  • Pay equity analyses and remediation strategies
• Oversees participation in all salary surveys and develops market intelligence insights for executive leaders.

Annual Compensation Cycles, and Budgeting

• Directs the annual compensation planning cycle, including merit, market adjustments, structure changes, and incentive program alignment.
• Collaborates with Finance to develop annual compensation budgets and long-term projections.
• Ensures compensation programs are financially sustainable and aligned with organizational priorities.

Incentive Strategy and Performance Integration

• Leads the design and governance of short‑term incentive programs, including clinical incentive structures, mission-based awards, and organizational variable compensation programs.
• Partners with HR and Finance leaders to align performance management, goals, and compensation levers.
• Oversees compensation-related ERP modules and ensures system optimization and integration across HR processes.

Team Leadership and Development

• Builds, mentors, and develops a high‑performing compensation team with strong analytical and consulting capabilities.

Promotes a culture of accountability, service excellence, continuous improvement, and professional growth.