Your trusted compensation partner
See how we worked alongside the in-house HR team at a large pediatric health system to regain control of critical compensation and HR processes via out innovative co-sourcing solution!
When a large pediatric health system faced significant leadership gaps, operational breakdowns and mounting credibility concerns within its compensation function, it needed more than temporary support — it needed a trusted partner. An HR leadership void, unclear workflows, underutilized technology and staff departures had left the team struggling to manage day-to-day operations while maintaining stakeholder confidence.
Through a flexible co-sourcing arrangement, SullivanCotter embedded experienced compensation leaders alongside the internal HR team to restore stability, strengthen processes and rebuild executive trust. By aligning strategy with execution, optimizing technology and enhancing team capacity, the partnership not only addressed immediate challenges but repositioned the compensation function for long-term success.
What were this system’s challenges, how did we approach them, and what were the outcomes?
CHALLENGES
- Leadership Gaps: An HR leadership void left the compensation team with limited experienced oversight
- Operational Breakdown: Unclear workflows with no defined compensation strategy and multiple data integrity issues
- Credibility Concerns: Slow decision-making caused by lack of confidence in compensation function
- Capacity Shortfalls: Team unable to handle day-to-day operations due to staff departures
- Widespread Inefficiences: HR technology investments were underutilized due to low adoption
APPROACH
- Embedded Expertise: Advisors with in-house compensation leadership experience provided guidance on strategy and execution
- Process Improvements: Redesigned workflows and introduced a centralized inbox to improve stakeholder experience
- Technology Optimization: Identified dormant platforms and implemented solutions that enhanced efficiency without added cost
- Vacancy Support: Designed interview guides, screened candidates, and onboarded staff to help fill critical gaps
- Strategic Alignment: Participated in executive-level planning sessions on fiscal management, workforce design, and more
OUTCOMES
By consolidating multiple projects into a more streamlined and flexible co-sourcing arrangement, SullivanCotter was able to deliver innovative solutions and insights as an embedded extension of the health system’s internal team
Operational Improvements
- Established a shared compensation inbox, streamlining processes and improving the customer experience
- Delivered technology solutions that enabled faster offer turnaround times and lowered candidate declination rates
Strategic Value
- Restored credibility with executive leadership, helping to guide and inform decision-making at the highest levels
- Partnered with business leaders beyond HR to assess current state of compensation practices and develop strategies for improvement
Talent Support
- Recruited and onboarded critical compensation staff to enhance team capacity and engagement
- Strengthened internal capability and team resiliency through training and process improvements
Business Impact
- Built lasting capabilities and optimized processes to reposition the compensation function
- Partnership was extended into the following year, underscoring its long-term strategic importance
