At Duke Health, we're driven by a commitment to compassionate care that changes the lives of patients, their loved ones, and the greater community. No matter where your talents lie, join us and discover how we can advance health together. Occ Summary Responsible for the administration, analysis, and support of executive and leadership compensation programs, compensation analytics, market benchmarking, governance activities, and DUHS special pay policies. Work includes preparing compensation materials and reports, conducting market and internal equity analyses, supporting compensation decision-making and compliance processes, and partnering with operational and Human Resources leaders to administer special pay programs. Provides support for performance management, pay-for-performance, and total rewards initiatives to ensure alignment with organizational objectives, applicable policies, and DUHS business needs.

Work Performed Executive & Leadership Compensation Administration:

• Prepare analyses, reports, board materials, and presentation content for executive and leadership compensation decisions, approvals, and annual review processes.
• Administer approved compensation actions, leadership incentive programs, participant activities, annual reviews, 360-degree review processes, renewals, and related communications.
• Partner with Talent Acquisition, executive recruitment, HR Business Partners, and leadership to support onboarding, salary offers, retention activities, role structures, and compensation program participation.
• Work with Rewards & Recognition to support executive and leadership role architecture, including position relationships, levels, and related documentation.

Compensation Analytics, Market Benchmarking & Governance:

• Conduct market pricing analyses for executive, leadership, and senior
• level roles using healthcare, academic medical center, and other relevant survey sources.
• Analyze compensation competitiveness, internal equity, pay positioning, policy alignment, and compensation implications of organizational changes, promotions, and leadership transitions.
• Develop financial models, compensation projections, incentive calculations, funding scenarios, and program analyses to support compensation planning and decision-making.
• Maintain documentation supporting compensation recommendations, governance processes, approvals, audits, data validation, and regulatory compliance requirements.

Special Pay Policies & Compliance:

• Partner with operational leaders and Rewards & Recognition to design, administer, review, audit, and maintain DUHS special pay policies, including staffing incentives, premium pay, and time-based programs.
• Collaborate with Rewards & Recognition, the Talent Care Center, Payroll, and operational stakeholders to communicate premium pay rates, policy requirements, program updates, and related implementation guidance.
• Establish and maintain review timelines for special pay programs in partnership with Rewards & Recognition, and recommend whether programs should be maintained, updated, or retired based on operational need, market practice, compliance, and organizational priorities.
• Support compliance with applicable compensation regulations, policies, governance standards, and internal controls. Performance Management, Pay-for-Performance & Total Rewards Support
• Provide programmatic and technical support for performance management and pay-for-performance initiatives, including performance evaluation processes, salary setting support, and issue resolution.
• Support communication planning, change management, leadership education, and HR Business Partner guidance related to compensation submissions, performance programs, incentive processes, and rewards administration.
• Provide administrative and programmatic support for the development and implementation of total rewards plans and initiatives. Knowledge, Skills and Abilities
• Knowledge of executive and leadership compensation, compensation analytics, market benchmarking, compensation governance, incentive programs, special pay policies, and applicable laws, regulations, guidelines, and organizational policies.
• Ability to analyze data, develop financial models, validate information, manage projects, develop communications, support change management activities, and partner effectively with stakeholders.
• Ability to provide technical assistance and programmatic support for compensation administration, special pay policy administration, performance evaluation, and rewards processes.
• Proficiency with Microsoft Excel, data reporting, compensation survey tools, and related systems preferred.
• Completion of, or progress toward, a relevant compensation certification such as Certified Compensation Professional (CCP) preferred.

Level Characteristics N/A Minimum Qualifications Education

B.A./B.S.

from an accredited institution, preferably in Finance, Business Administration, or a related field required. Master's Degree preferred Experience

• Work requires the ability to plan, administer, and support programs and activities within compensation, total rewards, performance management, HR analytics, finance, or a related functional area, generally acquired through four years of related experience.
• Five years of related Human Resources experience with significant experience in compensation, executive or leadership compensation, performance management administration, market benchmarking, incentive plan administration, or compensation governance is preferred.
• Experience working in an academic medical center, health system, or similarly complex organization isstrongly preferred.
• A combination of education and experience may be considered in lieu of the stated requirements. Degrees, Licensures, Certifications
• Work requires the ability to plan, administer, and support programs and activities within compensation, total rewards, performance management, HR analytics, finance, or a related functional area, generally acquired through four years of related experience.
• Five years of related Human Resources experience with significant experience in compensation, executive or leadership compensation, performance management administration, market benchmarking, incentive plan administration, or compensation governance is preferred.
• Experience working in an academic medical center, health system, or similarly complex organization is strongly preferred.
• A combination of education and experience may be considered in lieu of the stated requirements.

Duke 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, sex (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.