Aurora Health Care · 5 months ago
Associate Vice President Executive Compensation
Milwaukee, WI
Full-time
Onsite
Director/Executive
$112/hr - $179/hr
10+ years expAurora Health Care is a leading healthcare organization, and they are seeking an Associate Vice President of Executive Compensation. The role involves developing and executing a comprehensive executive compensation strategy, serving as a liaison to executive leadership, and ensuring compliance with regulations while aligning compensation programs with the organization's goals.
Health Care
Responsibilities
Develop and execute a comprehensive executive compensation strategy that supports the organization’s purpose, commitments, and evolving business model. Ensure programs are competitive, equitable, support succession planning, and aligned with performance and transformation goals
Serve as the primary liaison to the Chief People & Culture Officer, SVP of Total Rewards, and executive compensation consultant as they interact with the Board Compensation & Benefits Committee. Prepare materials, analyses, and presentations related to executive pay, benchmarking, base salary planning, performance-based incentives, compliance activities, and governance best practices
Support enterprise-wide integration and organizational redesign efforts by aligning executive compensation programs with new leadership structures, growth initiatives, and cultural transformation
Partner with business and academic leaders to ensure compensation strategies reflect the unique needs of physician executives, faculty leaders, and research administrators, maintaining balance between market competitiveness and purpose alignment
Ensure executive compensation programs are clearly communicated to participants, with an emphasis on transparency, purpose alignment, and regulatory compliance. Develop materials that help executives understand the various programs, and support leadership with messaging for internal discussions. Collaborate with Legal and Communications to prepare responses to public disclosures, including Form 990, and proactively manage reputational risk through consistent, values-driven narratives
Ensures the compensation strategy is effectively implemented, within established budgets and complies with relevant regulations, laws, and employment standards. Directs and owns the process to develop, implement and administer compliant and market competitive compensation programs consistent with the organization's overall reward strategy for assigned areas. Ensure all executive pay programs comply with applicable federal and state regulations, including IRS 409A, 4958 (intermediate sanctions), and not-for-profit executive compensation guidelines
Manage and ensure the maintenance of the compensation infrastructure including job descriptions, job family/sub-family, job codes, pay structures, compensation guidelines to support new hire offers, promotions, integrity of our compensation programs and documentation
In collaboration with Compensation Delivery, manage and execute annual compensation projects and programs including market pricing review/update, merit, and incentives through various HR technology. Oversee the coordination of the process with other Compensation teams, HR Partners and leaders including development of training materials, presentations, and meetings
Conducts special projects regarding highly complex and strategic compensation issues as directed. Leads project teams and manages projects across departments and business units. May represent the company on task forces, committees, and project assignments
In collaboration with other compensation leaders and delivery, develop and implement compensation communications, education/training, plan documents and reporting analytics
Ensure jobs and compensation programs are appropriately managed for local compliance, internal equity and externally competitive
In conjunction with other compensation leaders, lead competitive benchmarking and market analyses using industry-leading survey data and tools. Develop and maintain compensation analytics to support executive pay decisions and performance alignment
Support the development and management financial models and analytics to predict and leverage compensation programs and budgets. Enable data-driven predictions and decisions based upon consistent financial models, databases, and standard analytical tools
Manage all activity throughout the year and audit output, market trends and competitive pay positions to ensure compensation plans meet overall enterprise, region and market goals and objectives
Responsible for monthly and quarterly compensation KPI review and reporting
Designs and directs the work of the functional area. Selects, coaches, and develops the team, setting objectives that align with company strategy to inspire and motivate the team. Manages organizational talent through performance management, succession planning, and development. Designs and directs processes by which team and individual performance are recognized, feedback is consistently delivered, and performance is systematically improved
Recommends operating and capital budgets and controls expenditures within approved budget objectives
Qualification
Required
Typically requires a bachelor's degree in human resources, finance, or another related field
Certified Executive Compensation Professional (CECP) or Certified Compensation Professional certification (CCP) issued by the World at Work Society of Certified Professionals
Typically requires 10 years' progressive experience in large, complex companies with a centralized compensation department and 5 years of management level experience
Experience in design and implementation of compensation programs, plans, and structures across multiple geographies
Experience with executive and incentive compensation plan design and administration
Experience in preparing high-quality materials for Board level committees
Experience developing strategic partnerships with senior management and influencing key business decisions
Experience using HR ERP technology such as Workday, Oracle, or SAP/SuccessFactors
Experience using compensation administration software such as CompAnalyst, PayFactors, or MarketPay
Demonstrated knowledge of and skills in Human Resource management functions such as employment, benefits, employee relations, and employee/organizational development
Ability to integrate knowledge and skill into the development of effective compensation programs/procedures
Forward-thinking leader who thrives in large-scale, complex, matrixed environments and can balance strategic thinking with hands-on execution
Deep understanding of not-for-profit healthcare, academic medicine, and the nuances of executive compensation in a mission-driven environment
Demonstrated understanding of the laws and regulations that affect human resources and compensation
Deep knowledge of executive compensation regulations, including 409A and 4958
Demonstrated ability to design, administer, and evaluate compensation programs and practices to maximize department and organizational efficiency
Critical thinking skills with the ability to research and analyze data drawn from multiple sources to find problems and make effective decisions
Strong business and financial acumen
Proven ability to develop strategic and tactical plans and proposals to meet business objectives and implement program/project plans
Excellent communication skills to work effectively and collaborate with all levels of employees and to address difficult and controversial issues
Strong customer service orientation
Ability to lead others past their comfort zone(s) and creates a sense of urgency and speed
Ability to develop and maintain effective working relationships with a variety of stakeholders
Consultative and collaborative style that allows for influence without authority
Ability to mitigate unforeseen problems creatively and effectively
Ability to translate the technical nature of compensation for clear stakeholder understanding
Ability to negotiate with firmness and tact
Proficiency in MS Office applications. Highly proficient with Excel and PowerPoint
Demonstrated ability to administer and evaluate compensation related applications
Travel required to build relationships and support the business
Must be able to sit for extended periods of time
Exposed to normal office environment
Operates all equipment necessary to perform the job
Company
Aurora Health Care
At Aurora Health Care, helping people live well is what drives us – it’s our purpose and what we do every day.
10001+ employees
Funding
Current Stage
Late StageLeadership Team
Kristie Geil DNP, RN, CENP
Area VP/CNO Aurora Health Care, South Wisconsin, VP/CNO Aurora Medical Center Kenosha
Carla LaFever
Chief Clinical Services Officer
Recent News
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2025-09-12
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