Director of Physician Compensation

At Texas Children’s, our HEART values — Humility, Excellence, Accountability, Respect, and Trust — guide how we lead, collaborate, and serve our patients, families, and one another. We are seeking a strategic and collaborative Director of Physician Compensation to lead our physician compensation function and serve as a trusted advisor to physician and executive leadership.

This leader will shape compensation strategies that strengthen physician recruitment, engagement, and retention while ensuring market competitiveness, financial stewardship, and regulatory compliance. In close partnership with Texas Children’s leadership, Baylor College of Medicine, and physician practice leaders, the Director will provide strategic direction and expertise across compensation planning, program design, market analysis, governance, and administration to support the continued growth and success of Texas Children’s physician enterprise.

Physician Compensation Strategy & Leadership

• Provide strategic and operational leadership for physician compensation programs across Texas Children’s, ensuring alignment with organizational priorities, financial objectives, market practices, and regulatory requirements.
• Develop and advance physician compensation philosophies, strategies, policies, governance practices, and operating standards that support organizational growth and market competitiveness.
• Serve as a subject matter expert and trusted advisor to physician and executive leadership on physician compensation strategy, market trends, productivity-based models, incentive structures, and emerging industry practices.
• Establish priorities, performance measures, and service standards that drive operational excellence, consistency, and continuous improvement across the physician compensation function.

Compensation Program Design & Administration

• Lead the design, implementation, administration, and ongoing evaluation of physician compensation programs, including base compensation, productivity and quality incentives, stipends, call pay, medical directorships, and other physician compensation arrangements.
• Oversee annual physician compensation reviews, market assessments, productivity analyses, benchmarking, and compensation modeling to support competitive and equitable compensation practices.
• Evaluate existing compensation models and recommend enhancements that support physician recruitment, retention, performance, organizational growth, and evolving care delivery models.
• Provide executive-level analysis and recommendations regarding compensation strategy, program design, financial impact, and workforce considerations.
• Ensure physician compensation programs, policies, processes, and decisions are clearly documented, consistently administered, and effectively communicated.

Governance, Compliance & Risk Management

• Lead physician compensation governance processes and ensure compensation arrangements align with organizational policies and applicable federal and state regulatory requirements.
• Provide subject matter expertise related to Fair Market Value (FMV), commercial reasonableness, Stark Law, Anti-Kickback Statute, IRS requirements, and other regulations impacting physician compensation.
• Partner closely with Legal, Compliance, Finance, Internal Audit, and external advisors to evaluate physician compensation arrangements and identify potential areas of risk.
• Develop and maintain effective controls for the approval, documentation, monitoring, and auditing of physician compensation arrangements and incentive payments.
• Lead the development of compensation analyses and materials for physician compensation governance committees, executive leadership, and Board-level review, as appropriate.

Financial Analysis, Benchmarking & Insights

• Leverage market data, productivity metrics, financial analyses, and industry benchmarks to evaluate compensation program effectiveness and inform strategic decision-making.
• Oversee the development of physician compensation dashboards, executive reporting, workforce analyses, and other tools that provide meaningful insights into compensation trends and performance.
• Identify emerging trends, financial risks, market pressures, and opportunities and translate complex data into actionable recommendations for executive and physician leadership.
• Manage relationships with external physician compensation consultants and benchmarking partners, ensuring engagements support organizational priorities and deliver meaningful value.

Strategic Partnership & Consultation

• Serve as a strategic partner to physician executives, physician leaders, practice administrators, operational leadership, and Physician Organization leadership on complex physician compensation matters.
• Advise leaders on compensation strategy and plan design in support of physician recruitment, retention, organizational growth, new programs, and business expansion.
• Build strong partnerships across Clinical Operations, Faculty Affairs, Finance, Legal, Compliance, Payroll, Physician Recruitment, Medical Staff leadership, Human Resources, and Baylor College of Medicine.
• Facilitate complex and sensitive compensation discussions with physician and executive stakeholders, balancing market competitiveness, organizational objectives, financial stewardship, and regulatory considerations.
• Participate in enterprise committees, strategic initiatives, and cross-functional projects that impact physician compensation and the broader provider workforce.

Team Leadership & Development

• Lead, coach, and develop the physician compensation team while establishing clear expectations for performance, accountability, service, and operational excellence.
• Foster a collaborative, consultative, and solutions-oriented team culture focused on continuous improvement, innovation, and exceptional partnership with internal stakeholders.
• Build team capabilities and succession plans that support the evolving needs of the physician compensation function.
• Partner across Human Resources and Total Rewards to ensure physician compensation strategies complement broader organizational workforce and rewards initiatives.
• Model Texas Children’s HEART values — Humility, Excellence, Accountability, Respect, and Trust — while cultivating an inclusive, responsive, and service-oriented team environment.

Education

• Bachelor’s degree in Human Resources, Finance, Business Administration, Healthcare Administration, Accounting, or a related field required.
• Master’s degree in Business Administration, Healthcare Administration, Finance, Human Resources, or a related discipline preferred.

Experience

• Minimum of 8 years of progressive experience in physician/provider compensation, healthcare finance, physician practice administration, provider compensation consulting, or a related healthcare field.
• Minimum of 3 years of leadership or people management experience required.
• Experience supporting a complex healthcare organization, academic medical center, faculty practice plan, or large integrated health system strongly preferred.
• Experience partnering with senior physician and executive leaders and presenting complex compensation recommendations to executive leadership, governance committees, and/or Boards preferred.

Preferred Certifications

• Certified Compensation Professional (CCP) or other recognized compensation certification.
• Physician/provider compensation, healthcare finance, or healthcare compliance certification.
• Other relevant certifications within Total Rewards, Human Resources, Finance, or Healthcare Administration.