Community Health Choice, Inc. (Community) is a non-profit managed care organization (MCO), licensed by the Texas Department of Insurance. Through its network of more than 10,000 providers and 94 hospitals, Community serves over 400,000 Members with the following programs:
' Medicaid State of Texas Access Reform (STAR) program for low-income children and pregnant women
' Children's Health Insurance Program (CHIP) for the children of low-income parents, which includes CHIP Perinatal benefits for unborn children of pregnant women who do not qualify for Medicaid STAR
' Health Insurance Marketplace Plans that offer individual health coverage that includes preventive care, emergency services, prescription drugs, and hospitalization available to all, regardless of pre-existing conditions.
' Community Health Choice (HMO D-SNP), a Medicare Advantage Dual Special Needs plan for people with both Medicare and Medicaid that combines Medicare Part A and Part B benefits, Medicare Part D prescription drug coverage, and Medicaid benefits with additional health benefits like dental, vision, transportation, and more.
Improving Members' experiences is at the heart of every Community position. We strive every day to make sure that our Members have access to the high-quality health care they need and deserve.
Community is accredited by URAC for its health plan operations. We offer care management programs for asthma, diabetes, and high-risk pregnancy. An affiliate of the Harris Health System (Harris Health), Community is financially self-sufficient and receives no financial support from Harris Health or from Harris County taxpayers.
JOB SUMMARY
The Senior Director, Compensation serves as the enterprise leader responsible for the strategic design, governance, and oversight of Community Health Choice compensation philosophy, executive compensation programs, incentive structures, and job architecture framework.
This role establishes and maintains a competitive, fiscally responsible compensation strategy aligned with Community Health Choice long-term business objectives of profitable growth, affordability, sustainability, and employee empowerment. The Senior Director serves as the principal advisor to executive leadership and the Governance Committee on compensation-related matters and ensures enterprise compliance with all federal, state, and regulatory requirements.
The position provides strategic leadership across compensation planning, pay equity governance, incentive risk management, labor cost modeling, and compensation-related workforce strategy initiatives.
JOB SPECIFICATIONS AND CORE COMPETENCIES
Enterprise Compensation Strategy and Philosophy
Develop and maintain a multi-year enterprise compensation strategy aligned with Community Health Choice strategic plan
Define and evolve compensation philosophy, salary structures, pay banding, and job architecture
Lead enterprise compensation competitiveness analysis using appropriate market benchmarking methodologies
Partner with Finance to model short- and long-term labor cost projections tied to growth strategy
Ensure compensation investment decisions are data-driven and aligned with budget guidelines
Executive Compensation Governance and Advisory
Serve as executive advisor to the Chief HR & Administrative Officer, President & CEO, and Governance Committee on executive compensation strategy and design
Lead development and presentation of executive compensation materials for Governance Committee and Board review
Establish governance framework for executive compensation review cycles, market benchmarking, and risk mitigation
Ensure alignment of executive incentive structures with enterprise performance outcomes and financial sustainability
Incentive and Sales Compensation Design
Design and oversee executive and general incentive programs, including managed care sales incentive plans
Establish incentive governance controls and risk mitigation strategies
Monitor program effectiveness and recommend strategic adjustments based on performance outcomes
Ensure incentive structures support revenue growth while maintaining affordability and sustainability
Pay Equity, Compliance, and Risk Oversight
Lead enterprise pay equity analysis and corrective action planning
Ensure compliance with all applicable wage and hour regulations, including FLSA classification integrity
Oversee compensation-related audit activity and regulatory reporting requirements
Establish internal compensation governance standards to mitigate financial and legal risk
Annual Compensation Planning and Execution
Lead enterprise annual focal point compensation planning process
Partner with executive leadership and Finance to align merit and incentive budgets
Provide executive-level analytics and reporting on compensation trends, Compa-ratios, pay distribution, and investment impact
Ensure accurate and timely compensation administration processes
Reports to Position Title: Chief HR/Admin Officer
Employees Supervised Titles: Compensation Analysts; Other compensation staff
QUALIFICATIONS:
Education/Specialized Training/Licensure: Bachelor's degree preferably in Human Resources or Business or equivalent experience required.
Certified Compensation Professional (CCP) preferred.
Certified Benefits Professional (CBP) preferred
Advanced Degree preferred.
Work Experience (Years and Area): 12+ Experience developing innovative compensation plans and working with the Compensation Committee of the Board of Directors to gain agreement required.
Preferably in companies that have 500+ employees preferred.
Management Experience (Years and Area): 7+ years of experience in Compensation and/or Total Rewards leadership
Software Proficiencies: MS Office Suite
Advanced financial modeling and compensation analytics capability utilizing Microsoft Excel and enterprise HRIS platforms
Demonstrated experience leveraging market benchmarking systems to inform compensation strategy
Executive dashboard development and data visualization experience with enterprise compensation planning and workforce modeling platforms
Familiarity with integrated financial and HR technology environments
Other: Microsoft Teams; SharePoint
Job Family/Job Title Competencies:
Leadership
Negotiating
Organizational Sensitivity
Accuracy
List any additional competencies not indicated above:
Strategic financial acumen.
Advanced analytical and modeling capability.
Executive presence and Board communication proficiency.
Risk assessment and governance oversight.
High discretion and ethical integrity.
Ability to influence senior leaders in complex decision environments.
INTERPERSONAL SKILLS
Lead and develop a high-performing compensation function
Provide strategic guidance, coaching, and performance accountability to direct reports
Foster a culture of integrity, precision, confidentiality, and analytical rigor
Influence cross-functional stakeholders toward data-informed compensation decisions
