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.