Compensation Manager

Overview

Jackson Healthcare and our family of companies provide healthcare systems, hospitals and medical facilities of all sizes with the skilled and specialized labor and technologies they need to deliver high quality patient care and achieve the best possible outcomes — while connecting healthcare professionals to the temporary engagements, contract assignments and permanent placement employment opportunities they desire.

Headquartered in metro Atlanta, we're powered by more than 2,600 associates and over 20,000 clinician providers covering all 50 U.S. states.

Our mission is to improve the delivery of patient care and the lives of everyone we touch. This includes the patients, clinicians and healthcare executives we work with through our companies every day, as well as our communities, the nonprofit organizations we support and each associate who is part of our family.

We're always looking to add new talent to our teams. We value diverse professionals at all levels and across multiple disciplines and areas of expertise, who have strong leadership skills, align with our culture, and are committed to excellence.

The Compensation Manager is responsible for designing, implementing, and managing compensation programs that align with organizational goals and ensure internal equity and market competitiveness. This role involves conducting job evaluations, managing salary structures, overseeing merit and incentive processes, and ensuring compliance with FLSA and other regulatory standards. The manager collaborates closely with company HR business partners, corporate Talent Acquisition, and senior executives to provide guidance, analyze compensation data, and support system configurations for compensation modules. Additionally, the role includes creating job profiles, leading compensation planning cycles, and developing communications and training materials related to compensation policies and practices. This role also requires demonstrated experience in applying artificial intelligence tools to optimize compensation support and enhance operational efficiency.

ESSENTIAL JOB DUTIES & RESPONSIBILITIES

• Lead Annual Compensation Review Cycles by configuring and administering Workday's Advanced Compensation module, including merit, bonus, and one-time payment plans, while ensuring alignment with organizational goals and compliance standards.
• Conduct Market Pricing Analysis using Payfactors to benchmark job titles across geographies and business units, generating compa-ratios and range penetration metrics to support equitable and competitive pay decisions.
• Configure and Maintain Workday Compensation Structures, including job profiles, compensation grades, segmented security, and eligibility rules, ensuring accurate data flow and system integrity across HR processes.
• Support Strategic Compensation Planning by collaborating with HR, Payroll, and Finance teams to integrate compensation data into broader workforce planning and budgeting initiatives.
• Collaborate and partner with Talent Acquisition to develop strategies that attract and retain top talent. Analyze offer acceptance and declination trends to help identify opportunities for improvement to ensure compensation offers are competitive, equitable, and aligned with market data and internal pay structures.
• Provide Technical Training and Tier-II Support to HR and HCMS team members on Workday functionality, including troubleshooting configuration issues and guiding system enhancements related to Compensation.
• Develop and Deliver Total Rewards Statements through Workday, offering associates transparent insights into their compensation packages, including salary, benefits, and incentives.
• Provide Compensation Expertise by staying informed of evolving market trends, industry standards, and best practices.

QUALIFICATIONS – EDUCATION, WORK EXPERIENCE, CERTIFICATIONS

EXPERIENCE REQUIRED :

KNOWLEDGE, SKILLS, AND ABILITIES

Continuous Improvement

– Use appropriate metrics, methods and data to manage by fact and monitor, measure and improve processes and practices. Analyze challenges, problems and process breakdowns to ensure that lessons are learned, improvements made, and best practices shared.

Drive for Results

– Demonstrate and foster a "can-do" spirit, a sense of optimism and urgency, ownership and strong commitment to achieving goals and organizational success, managing work performance and accountabilities.

Customer Focus

– Develop and deliver customer-centered solutions, providing exceptional experiences, products and services that meet and exceed customer requirements. Continually stretches to identify and provide new ways to increase customer satisfaction and loyalty.

Effective Communication

– Prepare and deliver clear, concise, timely and persuasive communications. Actively listen to others and promote the open exchange of ideas and opinions.

Adaptability

Innovation – Exhibit willingness to consistently capitalize on opportunities for process / systems improvement.

Disclosures

Smoking / vaping and the use of tobacco products are prohibited on all Company premises, including indoor and outdoor areas, parking lots, and Company-owned vehicles.

As part of our employment process, candidates who receive a conditional offer may be required to undergo pre-employment drug testing.

We are an Equal Opportunity Employer and do not discriminate based on race, color, religion, sex, national origin, age, disability, veteran status, or any other protected status under the law.