Health System Director of Compensation

The Director of Compensation is responsible for the overall design, implementation, communication, and administration of the organization''s compensation programs. Ensures that the programs adhere to current regulations and support the organization''s strategic objectives.

• 10 years HR experience with previous compensation experience (Healthcare compensation experience preferred)
• Bachelor''s Degree in Business Administration, Finance, Accounting, Economics or similar Science related field
• Excellent computer skills; Good interpersonal/human relations skills; Good oral and written communication skills; Good problem solving and critical thinking skills; Good time management/prioritization skills; Superior organizational skills

1. Compensation Guidelines

• Oversees the administration of corporate compensation policies and procedures and acts as consultant to facility-level compensation practices, including pay administration guidelines, salary grades and ranges, job architecture, and other compensation-related issues. Serves as an internal consultant to facility HR executives and various managers as needed concerning the compensation issues of the organization.

• Maintains the organization''s pay practice guidelines, job architecture framework, and pay administration guidelines, and distributes updates to facility HR executives.

• Coordinates compensation program administration in an efficient manner and complies with state and federal laws in an effort to improve departmental efficiency and provide high-quality services to all employees.

2. Collaboration and Partnership

• Serves as a contact with HRIS and payroll to ensure the accuracy of compensation changes.
• Works with HR leaders and contacts across the organization as compensation contact on policies, programs, position creation and salary recommendation.

3. Performance Evaluation

• Serves as Administrator of Performance Management system across health system by being the contact person for corporate implementation, issues and communication.
• Oversees the administration of the performance management annual review for the Corporate Division, including communication, process creation and implementation.

4. Market Review

• Maintains appropriate survey database to ensure market competitiveness and oversees the submission of salary information to appropriate survey sources.
• Performs market review and position analysis as needed to ensure market competitiveness while maintaining company objectives.

1. Compensation Guidelines

• Oversees the administration of corporate compensation policies and procedures and acts as consultant to facility-level compensation practices, including pay administration guidelines, salary grades and ranges, job architecture, and other compensation-related issues. Serves as an internal consultant to facility HR executives and various managers as needed concerning the compensation issues of the organization.

• Maintains the organization''s pay practice guidelines, job architecture framework, and pay administration guidelines, and distributes updates to facility HR executives.

• Coordinates compensation program administration in an efficient manner and complies with state and federal laws in an effort to improve departmental efficiency and provide high-quality services to all employees.

2. Collaboration and Partnership

• Serves as a contact with HRIS and payroll to ensure the accuracy of compensation changes.
• Works with HR leaders and contacts across the organization as compensation contact on policies, programs, position creation and salary recommendation.

3. Performance Evaluation

• Serves as Administrator of Performance Management system across health system by being the contact person for corporate implementation, issues and communication.
• Oversees the administration of the performance management annual review for the Corporate Division, including communication, process creation and implementation.

4. Market Review

• Maintains appropriate survey database to ensure market competitiveness and oversees the submission of salary information to appropriate survey sources.
• Performs market review and position analysis as needed to ensure market competitiveness while maintaining company objectives.