Senior Financial Analyst

Tennessee Oncology • Nashville, TN

21h

About The Position

The Senior Financial Analyst plays a critical role in ensuring our incentives programs are accurate, timely, tax-aware, and aligned with business goals. You'll support all aspects of plan design, data validation, payout calculation, tax treatment considerations, and analytics while driving continuous process improvements and providing actionable insights to leadership. The role is idea for someone who enjoys working with complex data sets, understands compensation-related tax implications, and seeks to make a measurable impact across the organization.

Requirements

• Familiarity with physician compensation models, including productivity-based (wRVU), base-plus-incentive, and value-based compensation structures.
• Working knowledge of payroll tax concepts, including FICA, Medicare surtax, FUTA, state income tax withholding, and supplemental wage taxation rules.
• Understanding of W-2 vs. 1099 classification considerations and associated tax implications.
• Awareness of healthcare compensation regulatory frameworks impacting financial and tax treatment.
• Strong data acumen and ability to manage large datasets accurately and efficiently.
• Excellent attention to detail with a strong focus on data accuracy
• Ability to translate complex financial data into actionable insights and clear visual summaries for non-technical stakeholders.
• Strong problem-solving and process improvement mindset
• Confident communicator who can partner effectively with both corporate teams and physicians.
• High integrity and discretion when handling sensitive compensation information.
• Advanced Excel skills: pivot tables, lookup formulas, financial modeling, scenario analysis.
• Bachelor’s degree in accounting/finance or equivalent degree field.
• 3+ years' directly related experience within a physician practice or medical industry.
• Experience working with payroll systems, incentive compensation management platforms, or tax-sensitive compensation environments preferred.

Nice To Haves

• CPA, CMA, or progress toward certification preferred but not required.

Responsibilities

• Plan Administration: Support day-to-day administration of compensation plans, including data validation, payout calculations, and reconciliation of exceptions (Territory changes, leaves of absence, manual adjustments), and verification of appropriate payroll and tax treatment. Ensure incentive payouts are properly classified (e.g., supplemental wages, bonuses, non-qualified compensation) in coordination with Payroll and Accounting. Review compensation components for compliance with federal and state tax withholding requirements and internal compensation policies and employment agreements.
• Tax Compliance & Regulatory Alignment: Partner with Payroll and Accounting to ensure accurate federal, state, and local tax withholding for physician incentive compensation, including supplemental wage withholding methodology. Support year-end reporting processes, including reconciliation of taxable compensation for Form W-2, K-1, and 1099 reporting, where applicable. Assist in evaluating tax implications of compensation plan changes, including sign-on bonuses, retention payments, relocation assistance, fringe benefits, and nonqualified deferred compensation arrangements. Maintain awareness of IRS regulations, reasonable compensation standards, and healthcare regulatory considerations (e.g., Stark Law and Anti-Kickback Statute as they relate to fair market value and compensation structure). Support audit readiness for internal, external, and tax-related audits by maintaining documentation and clear compensation calculation trails.
• Analysis & Insights: Develop ad hoc reports and dashboards to monitor productivity performance (e.g., wRVUs), payout accuracy, and incentive plan effectiveness. Partner with Accounting, HR, and Leadership to identify trends, highlight risks, and provide recommendations.
• Compensation Planning: Assist with plan modeling, target setting, and financial impact analysis during financial planning cycles, including gross-to-net cost projections that account for employer payroll tax burden (FICA, FUTA, state unemployment). Model tax impact scenarios for alternative compensation structures (e.g., bonus frequency, guaranteed draws, productivity thresholds). Build and maintain compensation calculators and scenario models to test plan changes, forecast payout outcomes, and estimate tax withholding for both employer and physician.
• Process Improvement: Identify inefficiencies or manual gaps in the compensation lifecycle, including payroll interface and tax reporting workflows. Propose and implement automation, standardization, and documentation improvements to streamline workflows, audit defensibility, and enhance data accuracy. Develop standardized procedures for tax-sensitive compensation elements such as clawbacks, recoupments, and retroactive adjustments.
• Exception Management : Collaborate with HR and field leaders to manage incentive exceptions, leave of absence calculations, relocation provisions, and other special cases while ensuring consistency and fairness. Evaluate tax implications of mid-year compensation adjustments and retroactive payments.
• Data Quality & Governance: Validate sales and performance data across CRM, ICM, and HRIS systems to ensure alignment between compensation accruals, disbursements, and tax reporting. Reconcile compensation expense accruals with payroll registers and general ledger accounts, including payroll tax expense accounts. Maintain documentation to support internal controls and compliance with financial reporting standards.
• Field Engagement: Act as a trusted financial resource for physicians and operational leaders regarding compensation calculations and high-level tax considerations (in coordination with Payroll and external advisors as appropriate). Support communication, training, and troubleshooting related to incentive plans, calculations, payout timelines, tax withholding mechanics, and year-end reporting.
• Cross-Functional Collaboration: Partner with Analytics, Sales Operations, and Finance to connect incentive outcomes with business KPIs and overall compensation cost structure. Support ROI analysis of incentive programs, inclusive of employer tax burden and total compensation cost. Collaborate with Compliance and Legal as needed to ensure compensation structures align with regulatory and tax requirements.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level