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VP, PHYSICIAN & CLINICIAN COMP
Job Title: VP, PHYSICIAN & CLINICIAN COMP
Job Code: 5652
FLSA: E
Job Level: M2
Revised Date: 11/01/2024
Supervisory Responsibility: YES
General Description of the Job Class
Duke Health Integrated Practice (DHIP) and the Duke University School of Medicine (SoM) are seeking an experienced leader to oversee clinical faculty and clinically focused Advanced Practice Provider (APP) compensation models across the Duke Health system. This senior-level role involves strategic collaboration with DHIP and SoM leadership to design, implement, and continuously refine compensation strategies that are responsive to market dynamics and organizational goals. This role will establish an enterprise-wide capability to support compensation strategies and standards and manage the compensation review process for more than 2,000 physicians and APPs across the enterprise.
Duties and Responsibilities of this Level
Compensation Strategy and Management: Develop an overarching physician compensation strategy and oversee the implementation of consistent compensation philosophy, and evaluation of physician compensation models that align with financial and organization objectives, that support and reward a world-class physician workforce. and assist with clinically focused APP compensation plan development, review, and design.
Future Compensation Design Development and Oversight: Collaborate with departmental leaders and executive teams to develop and modify compensation plans. Ensure compliance with existing plans and recommend adjustments as needed based on strategic objectives and market trends.
Broad System Coordination: Oversee compensation plan database for existing agreements and assure communication of all changes with significant financial or budgetary impact are known at the point of decision. Direct financial modeling and internal assessments and/or obtain external valuations for agreements to ensure compliance with policies and regulatory requirements.
Contract and Employment Agreement Logistics: Leading the development of contract language, contracting and renewal compensation design changes. Ensuring consistency in implementation, which may include managing a contract management system.
Business Planning: Supports Duke Health's business planning processes in conjunction with operational and financial leaders by providing guidance on compensation models, rates, and financial impacts.
Communicate and Educate: Coordinate with external consultants to conduct periodic market competitiveness surveys. Communicate with leaders and physicians on various compensation plans, models, and compliance requirements, including proposed changes. Analyze market and internal data and provide guidance and support to physician leaders on compensation and performancerelated issues.
Communication and Leadership: Serve as a central point of communication for compensationrelated decisions. Develop relationships with academic health systems nationally to benchmark and adopt best practices.
Internal Administration: Navigates the competing priorities and proposes creative solutions to bridge gaps between different members of the enterprise.
Change Management: Ability to design and implement systems that result in gaining buy-in, building trust, and influencing leadership and decision making using fact-based data and information.
Budgeting: Supporting DHIP and SoM finance in the development of the annual operating budget for physician compensation for all physicians and APPs. Create and monitor physician productivity and compensation dashboard.
Compliance and Fair Market: Establish a Fair Market Value/Commercial Reasonableness analyses of provider compensation proposals for new hires, existing employees and in support of proposed business plans. Recommend compensation rates for Professional Service Agreements within and outside of Duke.
Compensation Committee: Ensure appropriate compliance processes related to alignment of compensation philosophy, board committee required triggers for review and external and legal review as appropriate.
Operational Excellence: Develop and maintain rigorous internal control processes for compensation management, including routine audits, to ensure internal equity and compliance with organizational policies.
Staff and Resource Management: Oversee a shared services model for administrative and analytics support, partnering with DHIP Finance, DUHS, and SOM Finance and Faculty Affairs.
Physician Practice Leadership: Contribute to discussions related to the interests of physician community in enterprise-wide conversations and initiatives.
System Leadership: Navigate the competing priorities of academic medical centers, community and specialty hospitals and physician practices and propose creative solutions to bridge gaps between different members of the same enterprise.
Other duties as assigned.
Required Qualifications at this Level
Education
Bachelor's degree in a quantitative field such as Business, Finance or Accounting, with master's degree in business, statistical analysis of health-related area strongly preferred.
Experience
At least 10 years of experience in clinician compensation, practice management, or financial management within an academic medical center. Large clinician compensation consulting firm experience strongly preferred.
Degrees, Licensure, and/or Certification
N/A
Knowledge, Skills, and Abilities
Must be highly data-driven with strong analytical skills and the ability to communicate effectively in a faculty-driven environment. Requires a high degree of innovation, attention to detail, and the capacity to work across multiple organizational boundaries.
Demonstrated ability to manage complex projects and initiatives, creating clarity from ambiguity and aligning strategic decisions and changes across a large organization.
Strong commitment to promoting gender and racial diversity within the clinical and research workforce. Including, developing tools that make inequities easily visible to be addressed by leadership.
Comfortable navigating market changes and translating these into actionable strategies.
Ability to advance and develop potential talent while building a high performing department.
Skilled in foreseeing and communicating the broader implications of compensation changes.
Prioritizes the overarching goals of the University, including School of Medicine, Duke University Health System, and Duke Health Integrated Practice.
Advocates for and understands the benefits of a diverse workforce.
Distinguishing Characteristics of this Level
N/A
The intent of this job description is to provide a representative and level of the types of duties and responsibilities that will be required of positions given this title and shall not be construed as a declaration of the total of the specific duties and responsibilities of any particular position. Employees may be directed to perform job-related tasks other than those specifically presented in this description.
Duke University is an Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, (including pregnancy and pregnancy related conditions), sexual orientation, or military status.
Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas-an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.
Essential Physical Job Functions
Certain jobs at Duke University and Duke University Health System may include essential job functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.
