At Children’s, the region’s only full-service pediatric healthcare center, our people make us the very best for kids. Come cultivate your passion, purpose and professional development in an environment of excellence and inclusion, where team members are supported and deeply valued. Opportunities for career growth abound as we grow our services and spaces, including the cutting-edge Hubbard Center for Children. Join our highly engaged, caring team—and join us in providing brighter, healthier tomorrows for the children we serve. Children's is committed to diversity and inclusion. We are an equal opportunity employer including veterans and people with disabilities. A Brief Overview Partners with the Physician Compensation Manager to provide input and guidance on the compensation and benefits programs for the Advanced Practice Providers (APPs) of Children's Nebraska. Conducts and documents financial analysis projects, data gathering, manipulation, summarization, and analysis of compensation reports, activity, trends and opportunities. Responsible for managing the full life-cycle recruitment process for all assigned requisitions, both clinical and non-clinical, from staff-level up to Director and Executive-level positions. This role will lead efforts to develop, implement and execute hiring/sourcing strategies for all assigned positions and will work closely with hiring managers to ensure compliance with all applicable hiring laws and regulations as outlined by the EEOC. Essential Functions

• Leads the implementation and maintenance of the organization’s APP compensation for the organization. Acts as the technical subject matter expert for APP compensation, collecting and analyzing information from multiple sources. Ensures the compensation plans remain market competitive, fair and compliant while supporting organizational growth and sustainability, maintaining flexibility to properly incent providers based on national and local market trends. Working closely with leadership, the finance team and recruiting, prepares and maintains compensation models, budgetary and actual forecasts and plans utilizing a variety of factors to include market data, trends, revenue changes, industry trends, recruiting challenges, etc.
• Conducts market survey analysis, participates in compensation survey data submission, interprets and models salary survey data, creating actionable, market competitive and organizationally sustainable compensation models.
• Proposes compensation rates for APPs utilizing established compensation and productivity ranges.
• Develops reports including findings, options and recommendations for changes in APP compensation as supported by fair market value data for senior leadership.
• Implements processes and conducts audits to ensure pay is accurate.
• Maintains APP compensation and accrual liability account reconciliations as backup to Compensation Analyst.
• Participates in annual operating budget related to APP revenue, volumes, compensation, provider benefits; reports and audits wRVUs and other provider production information.
• Identifies and analyzes the impact of compensation model changes, prepares budgetary impacts and makes recommendations to leadership about changes to the compensation program.
• Contributes to the APP compensation checklist and approval process.
• Collaborates with leadership, finance, and legal as needed on compensation related matters. Discusses compensation issues with APPs as needed.
• Identifies and implements process improvements with input from stakeholders.

Manages full life-cycle recruitment process for all assigned requisitions, both clinical and non-clinical, from staff level up to Director-level and Executive-level positions. This process includes:

• Ensuring all approved requisitions are posted in the ATS and other appropriate job boards
• Source qualified talent through a variety of outreach methods
• Review and screen applications
• Move qualified candidates through the recruitment process, to include: Interview scheduling, reference checking and offer negotiation
• Advise and consult with hiring managers on all hiring decisions
• Assist with onboarding to ensure all new-hire paperwork and requirements have been met prior to start date
• Develops and executes outreach strategies to build talent pipelines for assigned positions.
• Source active and passive candidates through a variety of methods, including social media, campus outreach, contact lists, networking, community partnerships, career fairs, on-site career events, military outreach, etc.
• Establish strategic relationships with local and regional community partners to promote the organizations employment brand and generate referrals
• Work closely with high schools, colleges and universities to generate talent pipelines and establish our organization as an employer of choice among the student community
• Research and adopt innovative tools and approaches to sourcing efforts designed to attract and retain a diverse workforce
• Consult and advise hiring managers throughout all aspects of the hiring process, to include strategic workforce planning, EEOC compliance, sourcing, interview skills, Human Resources policies and procedures, etc.
• Manages the offer process by calculating equitable and competitive offers, providing recommendations to hiring managers and negotiating offers with applicants.

Education Qualifications

• Bachelor's degree from accredited college or university in Human Resources, Business Administration, Education, Finance, Accounting or a related field. Equivalent combination of education and experience will fulfill this requirement. Required

Experience Qualifications

• 4-6 years Experience in recruiting, preferably in a healthcare setting Required and
• 1-3 years progressive experience in financial analysis and reporting in a healthcare setting including forecasting, modeling, and budgeting Required

Skills and Abilities

• Thorough knowledge of all applicable federal and state employment laws
• Thorough knowledge of all applicable legislation and regulation related to compensation
• Strong interpersonal, verbal, and written communication skills
• Strong knowledge and understanding of advanced practice provider recruitment
• Strong proficiency with Microsoft Office (Word, Outlook, Excel)
• Strong critical thinking skills
• Skills in partnering with cross-functional teams
• Ability to direct own work and establish work priorities

Children’s is the very best for kids and the very best for your career! At Children’s, we put YOU first so together, we can improve the life of every child!