Compensation Partner

Summary

Join Hazel Health, a leading virtual provider of school-based healthcare, as their Compensation Partner. You will play a pivotal role in designing, implementing, and evolving their compensation strategy, encompassing job architecture, equity and bonus programs, and compensation tools. This role involves managing the annual compensation review cycles, restructuring the clinical compensation model for scalability and market competitiveness, and serving as a key stakeholder in HRIS implementation and optimization. You will partner with executive, finance, and people leaders to ensure a compensation framework that empowers teams and drives performance. The position is remote and offers a competitive salary and benefits package. Hazel Health is committed to creating a diverse and inclusive workplace.

Requirements

• Experience: 6-10 years of experience in compensation, people operations, total rewards, or a related field
• Compensation Expertise: Strong knowledge of compensation frameworks, including clinical and non-clinical roles. Skilled in job leveling, equity design, bonus structures, and total rewards benchmarking
• Business Partnership: Able to build strong, trusted partnerships with senior leaders and are able to connect future compensation and system priorities with current business needs, capabilities and Hazel’s financial and operational goals. Proven ability to work cross-functionally and influence stakeholders through clear, data-informed communication
• Technical Skills & Project Management: Demonstrated experience with HRIS and compensation platforms. System implementation experience is required. Strong project management skills; ability to translate business needs into system requirements and manage a short- and long-term roadmap of system enhancements and modifications
• Service-Oriented Mindset: A commitment to exceptional partnership and delivering professional “wow” experiences that empower team members and exceed expectations
• Mission Alignment: Passion for Hazel’s mission, with an understanding of the unique needs of clinicians, frontline teams, and diverse organizational stakeholders, and a commitment to advancing equitable outcomes across education, healthcare, government, and technology sectors

Responsibilities

• Partner with executive, finance, and people leaders to design and operationalize a scalable job architecture and leveling framework across both corporate and clinical functions
• Lead the development and refinement of base salary, equity, and bonus programs that support Hazel’s growth stage and market competitiveness
• Collaborate with Finance to model compensation scenarios, budget for headcount growth, and ensure internal equity across teams and functions
• Lead the evaluation and maintenance of clinical compensation models, including shift differentials, geographic adjustments, and variable pay components, ensuring alignment with market standards, compliance, and business sustainability
• Drive a thoughtful, equitable, and data-informed compensation review process in close partnership with people leaders and business stakeholders
• Own the end-to-end compensation review cycle, including timelines, tools, process communications, and data quality
• Partner with People Business Partners and senior leaders to guide calibrations and decision-making during comp reviews
• Analyze and report on compensation trends, pay equity, and program effectiveness to inform ongoing strategy
• Serve as a cross-functional liaison to implement and optimize HR technology that supports compensation planning, overall People Operations efficiency, and strategic decision-making
• Lead or support the implementation and optimization of HR systems, including HRIS and compensation platforms
• Collaborate with stakeholders to ensure systems are configured to support evolving compensation structures and programs and People team priorities, in alignment with the organization’s goals
• Establish best practices for data governance, reporting accuracy, and system workflows
• Ensure compensation structures, job leveling, and bonus/equity programs are accurately captured and maintained in all People Team systems
• Act as the go-to resource for ongoing compensation and HRIS tool enhancements, user training, and issue resolution
• Provide ongoing partnership and leadership on People Team priorities and initiatives, including but not limited to, policy updates, project management, process optimization, communications, and system implementations

Preferred Qualifications

• Experience with healthcare, direct services, or startup environments is highly preferred
• CCP or other comp-related certification is a plus

Benefits

• 401k match
• Healthcare coverage
• Paid time off
• Stock options
• A broad range of other benefits and perks