Datavant is a rapidly growing healthcare technology company with a mission to connect the world’s health data. By eliminating data silos in the healthcare industry, we aim to unlock opportunities to accelerate clinical data exchange, medical research, and help organizations design better ways to facilitate access, affordability, and quality of care leading to better patient outcomes.

By joining Datavant today, you’re stepping onto a highly collaborative, fully remote team that is passionate about creating transformative change in healthcare. We look for people who are smart, nice and get things done. We invest in our people and believe in hiring for high-potential and humble individuals who can rapidly grow their responsibilities as the company scales. Datavant is a distributed, remote-first team (no office locations) and we empower Datavanters to shape their working environment in a way that suits their needs -- learn more here! 

We are looking for a strategic leader of Total Rewards, reporting to our Chief People Officer. This is a strategic, team leader role to own, champion and implement our compensation philosophy. You will drive outcomes that impact the entire organization across compensation design, equity strategy, competitive benefits, benchmarking and pay equity analysis. This role also oversees HRIS and will build out appropriate metrics, reporting and governance for each program.

We are looking for driven, creative thinkers who hold themselves and their colleagues accountable to bold goals. The leader we seek for this role is excited to build the next generation of the organization’s talent and support our transformation

About You:

• You are analytical, proactive, and have exceptional program management and influence skills. You know what it takes to succeed in a high-growth, high-demand, cutting edge company. 
• In this key leadership role, you will be an innovator and an out-of-the-box thinker who can reimagine our global rewards strategy and build our HR operational capabilities to scale with our business growth.
• You have deep experience in total rewards, leading compensation and benefits, preferably with some time spent in a fast paced high-growth start-up or tech based organization. Public company experience is a plus.
• You have experience with modern HRIS tools, including Oracle HCM. Experience transitioning to a new HRIS is a plus.
• You are familiar with the details of equity at a scaled private company, ranging from RSUs, stock options, equity management software tools, tracking stock utilization and practices around refresh grants
• You love to stay up to date on current market including staying ahead of industry best practices and future trends of both comp and benefits 
• You make data-driven decisions and influence through data insights and analytics
• You’re decisive and lead with synthesized recommendations, yet are willing to revisit when presented with new data. 
• You have an entrepreneurial spirit. You’re a self-starter and thought leader. You have a desire to make high impact changes and challenge the status quo. 
• You’re a creative problem-solver. You think in terms of “how can we” rather than “why we can’t” and are known for bringing solutions and asking provocative questions.
• You love to collaborate. You are excited to regularly connect with leadership and other stakeholders. Cross-functional is your middle name.
• You’re an excellent communicator and have a strong executive presence and influence skills. You can explain complex ideas to senior business leaders through verbal and written communication.
• You have strong attention to detail, organization, and the highest standards for accuracy and precision. Ability to exercise good judgment.
• You are knowledgeable about and interested in learning more about key regulations and agencies, including FLSA, ACA, ADA, COBRA, ERISA, FMLA, & HIPAA.
• You have experience building and leading teams. You thrive coaching teammates in reaching their full potential.

You Will:

• Embody and champion distinctive, competitive compensation principles and processes across the company that enable us to elevate talent density and deliver world class customer satisfaction 
• Implement competitive compensation bands that are calibrated annually to maintain competitiveness with the external market. 
• Oversee the design and administration of our corporate bonus and incentive programs, including our equity program and and transition it to be market-competitive and equitable while balancing multiple stakeholders’ perspectives, while balancing the financial goals of the company.
• Conduct internal pay equity studies, ensure our pay guidelines are followed fairly across the board
• Ensuring that Total Rewards, operations practices, and reporting activities align with our internal Diversity, Equity, and Inclusions philosophy and strategy
• Refine and lead deployment of company-wide compensation review process (salary, short-term incentives and long-term incentives) including input on budgeting, and external market data, in partnership with People Business Partners and Talent Acquisition
• Ensure all compensation & benefits programs are effectively managed and compliant with external regulations and plan governance, including the evolving landscape of pay transparency
• Liaising with and creating materials for Compensation Committee meetings along with Datavant’s Chief People Officer, General Counsel, and CFO to drive recommendations for executive compensation, equity programs, and other analyses as requested by the Committee
• Prepare and present materials to the Compensation Committee/Board of Directors.
• Drive operational excellence and continued process improvement through the effective design and establishment of compensation and benefits technology and systems
• Cultivate a high performance team, by inspiring and mentoring your team while fostering a culture of empowerment, accountability, and inclusion
• Supporting merger and acquisition activities, including due diligence, evaluation, and integration of Total Rewards and Operations programs

What You Will Bring to the Table: 

• Experience developing a long-term platform for compensation and benefit administration in a high-growth company.
• Track record of providing creative, proactive and contemporary designs and programs responsive to the company’s evolving strategies.
• Track record of becoming a trusted consultant for C-Suite / VP-level executives on all issues of compensation
• Experience and comfort in a fast-paced, hyper-growth environment seeking highly competitive talent
• Knowledge of legal requirements impacting compensation and benefit administration.
• Technical knowledge of compensation design, including incentive, commission, and executive compensation program designs and associated tax implications and requirements.
• Proven ability to thrive in a fast-moving environment, with high ambiguity and competing priorities with the ability to prioritize for impact
• Experience working with a Board Compensation Committee

We are committed to building a diverse team of Datavanters who are all responsible for stewarding a high-performance culture in which all Datavanters belong and thrive. We are proud to be an Equal Employment Opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, or other legally protected status.

Our compensation philosophy is to be externally competitive, internally fair, and not win or lose on compensation. Salary ranges for this position are developed with the support of benchmarks and industry best practices. 

We’re building a high-growth, high-autonomy culture. We rely less on job titles and more on cultivating an environment where anyone can contribute, the best ideas win, and personal growth is driven by expanding impact. The range posted is for a given job title, which can include multiple levels. Individual rates for the same job title may differ based on their level, responsibilities, skills, and experience for a specific job. The estimated salary range for this role is $250,000 - $350,000.

At the end of this application, you will find a set of voluntary demographic questions. If you choose to respond, your responses will be used to help us identify areas of improvement in our recruitment process. We can only see aggregate responses and are unable to view individual responses. In fact, we aren’t even able to see if you’ve responded or not! Responding is your choice and it will not be used in any way in our hiring process.

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