HR Director (Consultant)

Job Summary  We are seeking a data-driven and strategically minded Strategic Compensation Specialist to bridge business goals with workforce performance.   Design and run Neolytix’s pay-for-performance engine.

Translate company / department goals into role-level incentive plans with clear metrics, guardrails, and ROI.

Govern the full cycle—design, communication, tracking, reporting, and payout approval.  Key Responsibilities  What you’ll do  Architect incentives : Build department- and role-level incentive frameworks tied to revenue, gross margin, quality, productivity, and client outcomes.  Translate goals to plans : Convert departmental OKRs (incl.

your L2 “core” vs L3 “extra-mile”) into personal goal forms with weighted KPIs and payout curves.  Model & size pools : Run scenario models to allocate bonus pools; set targets, thresholds, accelerators, and balance factors (your friendlier term vs “decelerators”) for risk / GM / collections.  Define metrics : Standardize KPI definitions (e.g., DSO, denial overturn rate, FTR, QA, SLA adherence, ACV / TTV for sales) with data lineage and auditability.  Governance & compliance : Establish plan docs, approval flows, audit logs, and cross-border compliance (US / India / PH); annual refresh cadence.  Performance ops : Build dashboards (Power BI), monthly scorecards, and Q / Q payout recommendations; manage disputes and exceptions.  Change management : Train managers, run plan rollouts, and communicate simply (one-pager plan summaries per role).  Continuous improvement : A / B test plan design, remove metric gaming, and iterate based on effectiveness and fairness.  Systems : Partner with HRIS / Finance to automate data feeds, validations, and payout files.  Example work you’ll own (by function)  RCM / AR / Denials : DSO reduction, net collections %, denial overturns, promise-to-pay throughput, productivity / quality blend.  Credentialing / CVO : TAT by payer, first-pass approval %, rework rate, capacity planning.  Contact Center / Patient Access : QA score, SLA, AHT with quality gates, occupancy / utilization, CSAT / NPS.  Sales / Revenue : New logos / ACV with GM guardrails, time-to-revenue, expansion revenue with risk-adjusters.  Corporate / Enabling : Project delivery milestones, on-time automation launches, cost-to-serve improvements.  90-day success outcomes  Day 10 : Inventory all current plans; publish metric dictionary; align payout calendar & RACI.  Day 11-60 : Ship v1 standardized templates (plan doc, KPI scorecard, payout calc & governance) across all major functions.  Day 90 : Pilot redesigned plans (e.g., RCM, Credentialing, Sales) and deliver first monthly performance dashboard + payout recommendation pack.  Qualifications  Must-have  7–10 years in Total Rewards / C&B and Performance Management with strong financial modeling and people analytics.  Proven incentive design across multiple functions (ops + sales), ideally in BPO / ITES / healthcare services.  Advanced Excel; confident in BI (Power BI / Tableau) and data QA  Excellent plan documentation, stakeholder communication, and change management.  Integrity, audit mindset, and comfort with sensitive data (HIPAA awareness a plus).  Nice-to-have  Experience implementing commission / bonus systems; HRIS reporting; familiarity with US pay rules.  Exposure to AI-enabled ops or automation metrics.  Powered by JazzHR