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Director, Executive Compensation 

Hospital/Facility: Home Office
Location: Dallas, TX


The Parent Company

Tenet Healthcare Corporation, through its subsidiaries, owns and operates acute care hospitals and related health care services across the United States.  Effective October 2013 Tenet Healthcare acquired Vanguard Health Systems, becoming the second-largest healthcare company in the United States in terms of revenue and employees.  The combined company will have 77 hospitals, 170 outpatient centers, 23,000 affiliated physicians, over 600 Conifer Health Clients, and more than 100,000 employees operating in 43 states.  Tenet Healthcare and Vanguard Health Systems have become one company, and we are united by a common purpose — to provide high quality care to people in the communities we serve. And together we have the resources and expertise to meet the healthcare challenges of the 21st century.

We are moving rapidly into a new world, one in which healthcare delivery will be fundamentally different from the past. We are ready for that future. Our caregivers and facilities are providing greater value and a wider range of services, from wellness to primary care to chronic care management, as well as urgent care, advanced diagnostics, outpatient surgery, rehabilitation, and of course, our core service, acute hospital care. Our health plans are providing affordable coverage options for families and employers, and Conifer Health Solutions is helping hospitals, employers and health plans improve the efficiency of their operations and the health of the populations they serve.

We strive also to be known for having exceptional integrity, being an excellent place to work for our employees and physicians, and delivering long-term value for our shareholders.  As we seek to improve the quality of patient lives, serve our communities, and provide an exceptional environment for our colleagues and affiliated physicians, we are guided by these five core values.  Quality; quality is at the core of everything we do and every decision we make.  Integrity; we manage our business with integrity and the highest ethical standards.  Service; we have a culture of service that values teamwork and focuses on the needs of others.  Innovation; we support a culture of innovation that creates new solutions for our patients, physicians and employees.  Transparency; we operate with transparency by measuring our results and sharing them with others.

We recognize that a balanced management approach is critical in achieving our mission, and base our goal and measurement system on a balanced scorecard consisting of five pillars: Service, Quality, People, Cost, and Growth.  Our balanced scorecard has been an important part of Tenet’s past success – and will be fundamental to our success going forward.  Ethics and Compliance are also key values to our company, and are the foundation to the five pillars.

Additionally, we aim to be recognized – in both word and deed – as a leader in addressing the many difficult issues facing our industry.  Our focus on quality is just one example of this commitment.  We have also taken strong leadership positions on other health care issues of great importance, including joining ranks with other for profit hospital systems as a part of the Federation of American Hospitals to have a voice on critical issues on Medicare pricing, the uninsured, and quality.

Further, in an effort to provide a healthier, safer and more satisfying work environment for our employees, individuals to whom job offers are extended may undergo nicotine testing as part of the pre-employment process.

Tenet, a publicly traded company listed on the New York Stock Exchange under the stock symbol THC, is one of the largest investor-owned health care delivery systems in the nation with 77 hospitals in 16 states; more than 170 outpatient centers; 20,326 licensed beds; nearly 4 million patients; over 100,000 employees; and $15.4 billion net operating revenues.

The Position


Dallas, Texas.

Reporting Relationships

The Director, Executive Compensation reports directly to the Vice President, Compensation, Benefits, and Corporate Human Resources.

Specific Responsibilities

The Director, Executive Compensation has primary responsibility for leading the design, development, implementation and delivery of Tenet’s executive compensation and equity programs; inclusive of long-term incentive plans, deferred compensation, voluntary stock purchase plans, stock plan administration oversight, Board of Directors compensation administration, and proxy filings.  The incumbent is responsible for the day-to-day management associated with these programs, stressing thought leadership in recognizing market trends and compliance issues.

The Director, Executive Compensation is responsible for conducting expert analysis and models various compensation approaches in support of senior management and the Compensation and Leadership Development Committee of the Board of Directors.  The incumbent presents program and strategy materials to senior leadership on programs that have a direct impact on the attraction and retention of key talent across the organization.  This position requires analytical, problem solving and influencing skills, as well as a deep technical expertise in executive compensation programs.

Specific key responsibilities include the following:

Ø  Leads design of executive compensation programs, ensuring integration and alignment of executive pay with overall company goals and objectives.

Ø  Works closely with Human Resources Business Partners and the executive leadership team to improve design and understanding of executive and incentive compensation programs.

Ø  Directs administration of equity, executive deferred compensation and retirement programs.

Ø  Partners with executive recruitment to develop competitive offer packages for external executive hires and internal promotions.

Ø  Manages the annual cycle of assessing executive compensation competitiveness.

Ø  Collaborates on the development of agenda topics and materials for the Compensation Committee of the Board of Directors.

Ø  Ensures executive compensation programs, policies and practices comply with ERISA and other relevant laws and regulations.

Ø  Establishes service expectations and monitors performance of carriers and vendors to ensure high service standards are met.


A competitive compensation program will be tailored to the selected candidate.  Base salary will be supplemented by a performance bonus and comprehensive, well-rounded benefits program, which includes relocation assistance.




 The Candidate


A Bachelor’s degree in Human Resources or equivalent field is required; a Master’s degree in Business Administration is highly desirable.  Certified Compensation Professional (CCP) preferred.

Background Experience

Minimum ten years of progressively responsible compensation experience; experience should include the design, development, and implementation of executive, short- and long-term incentive and equity programs, as well as responsibility for preparing materials for the Compensation Committee of the Board of Directors and proxy.

Experience interpreting, analyzing and reporting data in a clear concise manner for presentation to senior leaders.  Strong analytical, problem-solving skills and the initiative to understand the internal/external environment.

Knowledge of ERISA, 409A and IRS regulations as it pertains to retirement benefits.

Knowledge of equity compensation accounting and associated rules and regulations.

Professional Qualifications and Personal Attributes

Excellent interpersonal communication skills, both written and verbal.  Aptitude for balancing multiple priorities with strong organization and prioritization skills.

Exceptional ability to build consensus across a wide range of constituents.

Excellent contract development, negotiation and administration capabilities. 

Strong ability to manage complex projects utilizing standard project management tools and techniques.

Solid knowledge of MS Office suite of applications required with particular strength in advanced Excel functionality; knowledge of ePRISM a plus.

Excellent ability to lead and motivate direct and indirect teams effectively.  Must be able to influence, inspire and guide constituents.

Excellent knowledge of state and national laws that have a bearing on compensation practices including the Fair Labor and Standards Act (FLSA).

Excellent capabilities in job evaluation methodologies utilizing multiple techniques.

Outstanding ability to model compensation scenarios and use analytical techniques including aging, blending and weighting.

First rate capabilities in the successful planning, execution and management of large scale analysis projects.

An individual of highest personal and professional integrity, principle and knowledge, earning respect and support when making difficult decisions and choices. 

Excellent at team building and motivating people.  Skilled at accomplishing goals through others.  Proficient at being a teacher, mentor and coach.

A high-energy individual with a strong work ethic and high expectations for performance.  A person who leads by example, and sets strong professional and personal standards for every activity.

Ability to earn the trust of co-workers, maintain confidences, and put the organization’s interest above one’s self.

An individual with a contagious passion for his/her work.

Please apply at


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