Compensation Partner

Hazel Health is the nation's largest virtual provider of school-based healthcare services, and has been recognized by Fast Company as “one of the world’s most innovative places to work” in 2023. 

By partnering with districts and health plans across the country, Hazel transforms schools into the most accessible front door to physical and mental healthcare. Today, Hazel's diverse team of licensed providers deliver therapy and medical services virtually (in school or at home) to over four million K-12 students — regardless of their insurance status or ability to pay. Hazel aims to remove all barriers to the mental and physical health care that children need to thrive: in school, at home, and in life.

Helping students and their families feel better takes a team of smart, dedicated people. As an integral member of the Hazel team, you will

• Make an Impact: Work with a team that is increasing equitable access to quality health care experiences for students and their families.
• Enable Scale: Work with a team that is building and professionalizing a high growth high impact social enterprise.
• Feel Valued: Work with a team that is being compensated competitively, developed professionally, and celebrated frequently for making a meaningful difference.

Check us out at Hazel Health Careers. 

The Role: 

As Compensation Partner, you will help build the foundation for how we attract, reward, and retain top talent at Hazel in our next stage of growth.  You will lead the design, implementation, and ongoing evolution of our compensation strategy - including job architecture, equity and bonus programs, compensation tools, and annual compensation review cycles - with a business partner mindset. You’ll also play a critical role in restructuring our existing clinical compensation model to ensure it supports scalability, financial viability, and market competitiveness in alignment with Hazel’s goals. In addition, you'll serve as a key stakeholder in the implementation and optimization of our HRIS, ensuring clean data, efficient workflows, and seamless integration across systems. Your work will directly shape a compensation framework and HRIS that empowers our teams, drives performance, and positions Hazel for sustainable, long-term success.

Location: Remote

What You’ll Do:

Compensation Strategy & Program Design

• Partner with executive, finance, and people leaders to design and operationalize a scalable job architecture and leveling framework across both corporate and clinical functions.
• Lead the development and refinement of base salary, equity, and bonus programs that support Hazel’s growth stage and market competitiveness.
• Collaborate with Finance to model compensation scenarios, budget for headcount growth, and ensure internal equity across teams and functions.
• Lead the evaluation and maintenance of clinical compensation models, including shift differentials, geographic adjustments, and variable pay components, ensuring alignment with market standards, compliance, and business sustainability.

Compensation Review Management

• Drive a thoughtful, equitable, and data-informed compensation review process in close partnership with people leaders and business stakeholders.
• Own the end-to-end compensation review cycle, including timelines, tools, process communications, and data quality.
• Partner with People Business Partners and senior leaders to guide calibrations and decision-making during comp reviews.
• Analyze and report on compensation trends, pay equity, and program effectiveness to inform ongoing strategy

HRIS & Compensation Tool Implementation

• Serve as a cross-functional liaison to implement and optimize HR technology that supports compensation planning, overall People Operations efficiency, and strategic decision-making.
• Lead or support the implementation and optimization of HR systems, including HRIS and compensation platforms
• Collaborate with stakeholders to ensure systems are configured to support evolving compensation structures and programs and People team priorities, in alignment with the organization’s goals
• Establish best practices for data governance, reporting accuracy, and system workflows.
• Ensure compensation structures, job leveling, and bonus/equity programs are accurately captured and maintained in all People Team systems
• Act as the go-to resource for ongoing compensation and HRIS tool enhancements, user training, and issue resolution.

People Team Support

• Provide ongoing partnership and leadership on People Team priorities and initiatives, including but not limited to, policy updates, project management, process optimization, communications, and system implementations. 

Minimum Requirements:

• Experience: 6-10 years of experience in compensation, people operations, total rewards, or a related field. Experience with healthcare, direct services, or startup environments is highly preferred. CCP or other comp-related certification is a plus.
• Compensation Expertise: Strong knowledge of compensation frameworks, including clinical and non-clinical roles. Skilled in job leveling, equity design, bonus structures, and total rewards benchmarking.
• Business Partnership: Able to build strong, trusted partnerships with senior leaders and are able to connect future compensation and system priorities with current business needs, capabilities and Hazel’s financial and operational goals. Proven ability to work cross-functionally and influence stakeholders through clear, data-informed communication.
• Technical Skills & Project Management: Demonstrated experience with HRIS and compensation platforms. System implementation experience is required. Strong project management skills; ability to translate business needs into system requirements and manage a short- and long-term roadmap of system enhancements and modifications. 
• Service-Oriented Mindset: A commitment to exceptional partnership and delivering professional “wow” experiences that empower team members and exceed expectations.
• Mission Alignment: Passion for Hazel’s mission, with an understanding of the unique needs of clinicians, frontline teams, and diverse organizational stakeholders, and a commitment to advancing equitable outcomes across education, healthcare, government, and technology sectors.

If you’re excited about this role but your past experience doesn’t align with every qualification in the job description, we encourage you to apply anyway.

Total compensation for this role is market competitive, with a base salary range of $125,000 - $150,000, up to $15,000 annual bonus, a 401k match, healthcare coverage, paid time off, stock options, and a broad range of other benefits and perks. Review our benefits at Hazel Health Benefits.

We believe talent is everywhere, and so is opportunity. While we have physical offices in San Francisco and Dallas, we have embraced working remotely throughout the United States. While some roles may require proximity to our San Francisco or Dallas offices, remote roles can sit in any of the following states: AL, AZ, AR, CA, CO, CT, DC, DE, FL, GA, HI, IL, IN, IA, KY, ME, MD, MA, MI, MN, MS, MO, MT, NE, NV, NJ, NM, NY, NC, OH, OR, PA, RI, SC, TN, TX, UT, VT, VA, WA, and WI. Please only apply if you live and work full-time in one of the states listed above or plan to relocate to one of these states before starting your employment with Hazel. State locations and specifics are subject to change as our hiring requirements shift.

We are committed to creating a diverse, inclusive and equitable workplace. Hazel Health values the minds, experiences and perspectives of people from all walks of life. We are proud to value diversity and be an equal opportunity employer. Hazel will consider qualified applicants with an arrest or conviction record for employment in accordance with state and local laws and "fair chance" ordinances. For all Hazel positions, a criminal background check is required following a contingent offer of employment. Learn more about working with us at Hazel Health Life.