Manager of Compensation at Robert Half Manager of Compensation at Robert Half in Lutz, Florida Posted in about 18 hours ago.

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full-time Manager of Compensation We are seeking a strategic, hands-on Manager of Compensation to build and lead the compensation function for a growing, private equity-backed healthcare organization. This is a true builder opportunity . The Director will have the opportunity to create the compensation philosophy, infrastructure, governance, programs, and operating model needed to support a complex and rapidly scaling organization. The ideal candidate is both strategic and execution-oriented-someone who can operate comfortably in ambiguity, build structure from the ground up, and partner with executive leadership to create scalable compensation programs that support growth, performance, and talent retention. What You'll Do Build the compensation function from the ground up, including compensation philosophy, governance, tools, processes, and operating rhythms. Design scalable compensation programs across corporate, operational, field, and clinical employee populations. Develop salary structures, job architecture, career frameworks, and market-pricing methodologies. Lead annual compensation cycles, including merit planning, incentive administration, budgeting, and market reviews. Design short-term incentive programs aligned with financial performance, growth, productivity, quality outcomes, and other business objectives. Partner closely with Finance on compensation expense modeling, incentive funding, scenario planning, and ROI analysis. Establish compensation governance, approval processes, policies, and controls. Build compensation infrastructure capable of supporting continued growth, acquisitions, and integration activities. Leverage technology, automation, analytics, and AI-enabled capabilities to improve market pricing, pay analysis, scenario modeling, reporting, and compensation administration. Serve as the organization's compensation subject matter expert and trusted advisor to executive leadership. Partner closely with HR, Finance, Talent Acquisition, Operations, and business leaders to ensure compensation programs support both talent and business objectives. Lead change management and communication efforts associated with new compensation programs and initiatives. What We're Looking For 7+ years of progressive compensation experience. Proven experience managing compensation programs, infrastructure, or functions. Strong expertise in broad-based compensation, incentive design, market pricing, salary structures, job architecture, and compensation governance. Experience supporting multiple workforce populations within a complex organization. Strong analytical capabilities and financial modeling skills. Ability to translate complex compensation data into clear, business-focused recommendations. Strong executive presence and the ability to influence senior stakeholders. A builder mindset with the ability to create structure, drive execution, and operate effectively in a changing environment. Bachelor's degree in Human Resources, Finance, Business, or a related field. Preferred Experience Experience within healthcare, healthcare services, or value-based care is preferred. Experience supporting private equity-backed organizations, carve-outs, integrations, acquisitions, or other transformation environments is also highly valued. Exposure to clinical compensation models, compensation technology implementations, advanced analytics platforms, or AI-enabled tools is a plus. CCP certification and/or an advanced degree is preferred but not required. The Opportunity This is an opportunity to build rather than inherit. The Director of Compensation will have significant visibility and influence across the organization, partnering directly with executive leadership to create a modern, scalable, and data-driven compensation function. This role is well suited for a compensation leader who enjoys solving complex problems, creating structure where it does not yet exist, and building programs that directly support growth, operational performance, and long-term enterprise value creation. Annual compensation between $125-150K.