Senior Compensation Consultant

POSITION SUMMARY
This position analyzes business needs associated with facility/business entity compensation issues and identifies and applies system compensation solutions as appropriate. Supports facility/business entity senior management team decision-making by providing compensation data and analysis of operating units. Compensation includes the following: base, merit, incentive, inconvenience, and premium pay, spot awards, production pay and regulatory and policy compliance. This position represents all compensation programs for one or more specifically assigned facilities as well as system-wide, and partners with colleagues in Total Rewards, Human Resources, Finance, and others to assure responsible and consistent stewardship of company compensation dollars.

CORE FUNCTIONS
1. Partners with facility/business entity Human Resources to provide guidance on compensation philosophy, principles and practices to facility management staff. Provides formal training and supports Human Resources in individual coaching of facility managers on effective utilization, communication, and management of compensation programs.

2. Provides facility management with regular and ongoing analysis of facility application and management of compensation programs and practices. Identifies areas of concern and recommends solutions. Accesses and interprets data from a variety of sources to gain full understanding facility needs and options. Partners with other Total Rewards staff to achieve regional and system-wide workforce solutions. Meets regularly with Facility/Business Entity Senior Management Teams and Human Resources to support communication and promote partnership.

3. Analyzes jobs, writes and edits position descriptions, conducts investigative interviews as necessary to reach full understanding of new/revised positions and their relationship to other positions. Supports internal equity by participating in position leveling process. This includes playing a key role supporting large-scale organizational/departmental structure changes.

4. Conducts market research as needed to resolve questions and identify trends. Supports full-scale market analysis for annual region or system-wide salary range adjustments. Serves as liaison to designated professional groups to develop and communicate market adjustment proposals. Assures that all parties are fully engaged and involved in data gathering and problem using a multi-disciplinary approach. Supports facilities and work groups by performing and implementing equity analyses. Makes recommendations and presents findings to senior management.

5. Participates in or leads a variety of high-level compensation projects and studies for facility, region, or system. These may include design of pay structure, audits of overtime exemption status, reviews for data integrity, research of internal and external pay practices and similar assignments.

6. This relationship manager role will interface on a regular basis with all levels of management at assigned facility/facilities. Analyses and recommendations will be used by management in decision-making at facility, region, or system levels. Although this position’s primary focus is facility-specific, it is part of the System Total Rewards department and has responsibility for projects with regional and system impact.

MINIMUM QUALIFICATIONS
Must possess a strong knowledge in Human Resources as normally obtained through the completion of a bachelor's degree in business, human resources administration or related field.

Requires seasoned business and/or human resources knowledge, preferably in Compensation, as typically demonstrated through five to seven years of related experience. Has proven experience and track record of success in balancing immediate needs against strategic initiatives and goals; moving forward despite ambiguity or resource restraints; making timely and calculated decisions in uncertain situations. Must demonstrate effective relationship development/management skills, and ability to effectively communicate in individual and group settings. Teamwork is critical. Attentive listening and polished presentation skills are needed to establish credibility and gain support for system-wide solutions. Requires business case development skills, analytical ability, project management and familiarity with position leveling and regulatory requirements impacting compensation. Polished and professional writing skills are necessary.

Requires proficiency with computerized spreadsheet, data base, word processing, and electronic mail applications. Must demonstrate consistent and careful attention to detail with commitment to follow through.

PREFERRED QUALIFICATIONS

Certification as Compensation Professional (CCP) through World at Work is preferred, along with additional related education and/or experience. Health care experience is a plus.

Additional related education and/or experience preferred.