The Senior Physician Compensation Analyst provides compensation consultative services to Finance, HR and Operational Leadership and Physicians for assigned areas to include physician compensation design and benchmarking, physician productivity analysis, financial analysis and forecasting, and contract review. Manages projects impacting areas of responsibility and manages aspects of major physician compensation & productivity initiatives and/or programs.
Job Duties and Responsibilities:
- Conduct benchmarking and data analysis to formulate recommendations that ensure competitive, cost-effective and legally compliant physician compensation programs and practices.
- Consult with assigned client groups to provide guidance and interpretation of physician comp policies and programs and evaluate requests for changes and updates.
- Interpret, analyze, and implement compensation arrangements as stipulated in Physician Employment Agreements and Medical Group Professional Services Agreements.
- See opportunities for process improvements and introduction of the best standard methodologies. Conduct market and standard process research to formulate and support compensation recommendations.
- Conduct costing and other statistical analyses. Prepare a variety of ad hoc reports and analyses as well as physician and APP productivity/billing data (wRVUs, Charges, Collections, Visits, etc.).
- Prepares and distributes quarterly compensation/productivity reconciliation summaries for physicians under such plans.
- Manage components and participate in the annual physician reviews process by preparing efficiency reports, providing recommendations on salary adjustments, gathering and analyzing data to determine incentive goal achievements, calculating earned bonus awards, etc.
- Maintain and audit compensation, FTE allocation (clinical vs non-clinical), specialty benchmarking matches, efficiency and other relevant information in the various databases and payroll systems (e.g., ADP, MMC, TriNet, etc.) used for the different medical groups throughout.
- Prepare and Develop Profit & Loss Statements and other financial reports as needed for specific existing physician practices and/or new physician practice acquisition efforts.
- Participate and Complete annual physician comp & productivity surveys, practice operations surveys, and cost & revenue (financial) surveys.
- Participate in and collaborate closely with external appraisers/consultants on the data gathering and analysis for PSA Fair Market Value (FMV) and Commercial Reasonableness (CR) reviews.
- Provide physician compensation guidance, training and regulatory updates to HR and Leadership. Act as a mentor and resource for HR, Finance and other staff pertaining to physician compensation related policies and procedures.
- Partner with Finance/HR staff and leadership in solving sophisticated business/operational issues across the organization.
- Partner with Payroll, and as needed, serve as back-up on the upload of mass pay and FTE changes.
- Ensure pay practices remain aligned with federal, state, and local regulations.
Education:
High school diploma/GED required. Bachelor's degree in Business Administration, Human Resources, Finance/Accounting or other related area preferred.
Experience:
Five (5) years of Finance or Compensation experience required. Two (2) years of physician compensation experience and/or solid understanding of physician billing and productivity measures (i.e.: CPTs, sRVUs, Charges, Collections, etc.). Two (2) years of experience in a hospital or healthcare related environment.
Working Title: Senior Physician Compensation Analyst - Accounting
Department: MNS Accounting
Business Entity: Cedars-Sinai Medical Center
Job Category: Finance
Job Specialty: Accounting
Position Type: Full-time
Shift Length: 8 hour shift
Shift Type: Day
Base Pay:$86,700.00 - $130,000.00
Our compensation philosophy
We offer competitive total compensation that includes pay, benefits, and other recognition programs for our employees. The base pay range shown above takes into account the wide range of factors that are considered in making compensation decisions including knowledge/skills; relevant experience and training; education/certifications/licensure; and other business and organizational factors. This base pay range does not include our comprehensive benefits package and any incentive payments that may be applicable to this role. Pay Transparency Non Discrimination Provision
Diversity and Inclusion at Cedars-Sinai
We are caretakers and innovators committed to the pursuit of equitable healthcare. But health equity is not possible without representation. Our commitment to diversity goes beyond demographics or checking boxes. Our people must reflect the diverse identities, experiences and geographies of the communities and patients we serve – because that’s what our patients, colleagues and communities deserve. Quality Care and Research—For All, By All.
Cedars-Sinai is an Equal Employment Opportunity employer.
Cedars-Sinai does not unlawfully discriminate on the basis of the race, religion, color, national origin, citizenship, ancestry, physical or mental disability, legally protected medical condition (cancer-related or genetic characteristics or any genetic information), marital status, sex, gender, sexual orientation, gender identity, gender expression, pregnancy, age (40 or older), military and/or veteran status or any other basis protected by federal or state law. If you need a reasonable accommodation for any part of the employment process, please contact us by email at Applicant_Accommodation@cshs.org and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address.
Cedars-Sinai will consider for employment qualified applicants with criminal histories, in accordance with the Los Angeles Fair Chance Initiative for Hiring.
At Cedars-Sinai, we are dedicated to the safety, health and wellbeing of our patients and employees. This includes protecting our patients from communicable diseases, such as influenza (flu) and COVID-19. For this reason, we require that all new employees receive a flu vaccine based on the seasonal availability of flu vaccine (typically during September through April each year) as a condition of employment, and annually thereafter as a condition of continued employment, subject to medical exemption or religious accommodation. For the same reason, you may also be required to receive other vaccines such as COVID-19 as a condition of employment. Cedars-Sinai reserves the right to make modifications to its required list of vaccines as required by law and/or policy. Cedars-Sinai’s AA Policy Statement
