Darcy Comments Off on Compensation Manager
Bridge Technical Talent
This is a contract to hire opportunity.
The Manager, Compensation has full HR responsibility for compensation programs. This includes having primary responsibility for annual planning, analysis and administration of the organizations program. Responsible for developing and maintaining the organization’s salary program to including market analysis, maintenance of salary grades, review of internal equity, monitoring of the organizations incentive plans and analyzing job descriptions. Actively trains and educates HR Team, management and employees on compensation programming.
ROLE AND RESPONSIBILITIES
Designs compensation structures in the organization (grading system, job evaluation system, job description policy, promotion policy, etc.) aligned with the organization’s culture and values
Coordinates compensation processes like the salary planning, bonus planning and incentive schemes development
Approves exceptions in the compensation of the individual employees
Calculate and communicate quarterly incentives for providers
Trains HR Business Partners and line managers in the compensation area
Program lead for all salary compensation programs, to include salary grades, internal equity and market analysis and job description review
Partners with the HRIS analyst to coordinate functionality within the HRIS system as it pertains to compensation programing
Manage Annual Merit Process
Assist in writing job descriptions and maintain database of all job descriptions.
Maintain salary ranges, evaluate exemption status, and evaluate all offers as it relates to compensation.
Assist in preparation of budgets.
Prepares and approves incentives and incentive plan formats.
Design and prepare ad hoc compensation and budget related reports for management.
Participate in salary surveys, and analyze data from survey sources to determine competitiveness both internally and externally.
Price new jobs utilizing salary surveys.
Interpret relevant data and help implement compensation strategies.
Keep a communication line open between the human resources department and all employees in the organization.
Answer compensation inquiries in a timely manner, create effective business partnerships
Participates in creation and implementation of variable pay, promotion, and merit rating programs.
Ensures adherence to established organization policies and makes recommendations for change as appropriate.
Ensures programs and policies are in compliance with all State and Federal laws and regulations, including, but not limited to Stark Law, the Anti-Kickback Statute (AKS) and the False Claims Act (FCA).
Assist VP, Human Resources in developing, implementing, and maintaining a job evaluation and merit program.
Analyzes wage and salary practices, and recommends changes to the current program to maintain competitiveness in the marketplace.
Be prepared at all times to attend leadership meetings surrounding the provider compensation program.
Provides excellent customer service to vendors and employees
May perform other duties and responsibilities as necessary
Bachelor’s Degree in a related field
Minimum of three (3) years’ experience working in Compensation including compensation modeling, incentive plans and market data
Experience working as part of a human resources team
Experience supervising support staff
Excellent problem-solving and analytical skills
Excellent oral and written communication skills
Proven ability to independently initiate and execute projects with a strong attention to detail and deadlines
Proven customer service, organizational and team collaboration skills
Ability to manage multiple tasks, efficiently prioritize projects and embrace new challenges
Strong technology aptitude with excellent MS Office suite skills and HRIS systems
Able to work well with diverse groups and willingness to assist where needed
Tagged as: compensation, human resources