Director, Executive Compensation

Bon Secours

. Develop compensation programs, policies, and plans for ministry executives, including short- and long-term incentive plans, SERP, and retention programs .

Posted 10/28/2026full-timeRemote • Ohio • United StatesLead💰 $156,000 - $227,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

Use this summary to align your resume positioning with the role.

Demonstrates expertise in developing and managing executive compensation programs, including incentive plans and retention strategies, while providing analytical support and guidance to senior leadership. Strong collaboration with cross-functional teams and compliance with regulatory standards is essential.

Highest-signal resume keywords

Executive Compensation ExperienceCompensation Program DevelopmentAnalytical SkillsLeadership and MentoringHealthcare Industry Knowledge

ATS Keywords

Tailor your resume

Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills

Compensation AnalysisIncentive Plan DesignPolicy InterpretationBudgetingDue DiligenceCompensation ReportingRegulatory ComplianceCost-Saving InitiativesMergers and AcquisitionsRetention Strategies

Soft Skills

Critical ThinkingDecisive JudgmentAbility to Work IndependentlyStress ManagementCollaboration

Certifications & Qualifications

Bachelor's DegreeMaster's Degree (MBA or MHR)CPPPHRSPHR

Industry Keywords

Healthcare CompensationPrivate EquityVenture CapitalExecutive Talent AcquisitionHuman Resources Compensation Committee

About the role

Key responsibilities & impact

Develop compensation programs, policies, and plans for ministry executives, including short- and long-term incentive plans, SERP, and retention programs
Counsel senior leaders on pay decisions, compensation practices, and policy interpretation
Provide detailed analyses, models, recommendations, and expert advice to management and HR executives
Partner with Executive Talent Acquisition on total compensation offers and onboarding of incoming executives
Meet with executive candidates and new hires regarding compensation packages
Provide one-on-one support to exiting executives when necessary
Partner with the Human Resources Compensation Committee independent consultant on plans requiring Committee review and approval
Prepare materials and support presentations to the Committee and HR Committee of the Board
Collaborate with Legal, Accounting, Tax, Internal Audit, and third-party administrators on reporting, budgeting, and compliance
Lead cross-functional workgroups addressing associate pay, mergers and acquisitions, cost-saving initiatives, audit findings, and compensation systems
Perform compensation-related merger, acquisition, and divestiture work, including due diligence, retention, and integration
Provide ad hoc reports, analyses, and special-project support
Maintain awareness of executive compensation trends and regulations

Requirements

What you’ll need

Bachelor's Degree in Human Resources, Management, or Accounting
7+ years of progressive compensation experience
2+ years of specific executive compensation experience in a healthcare setting desired
Critical thinking skills and decisive judgment
Ability to work with minimal supervision
Ability to work in a stressful environment and take appropriate action
Experience leading and mentoring others
Master's Degree (MBA or MHR) preferred
CPP, PHR, or SPHR preferred
Private Equity or Venture Capital experience preferred

Benefits

Comp & perks

Competitive pay
Incentives
Referral bonuses
403(b) with employer contributions (when eligible)
Medical, dental, vision, and prescription coverage
HSA/FSA options
Life insurance
Mental health resources and discounts
Paid time off
Parental and FMLA leave
Short- and long-term disability
Backup care for children and elders
Tuition assistance
Professional development
Continuing education support