Compensation and HRIS Supervisor

OMNI FAMILY HEALTH•Bakersfield, CA

About The Position

Under the direction of the Senior Director of Human Resources (SDHR), the Compensation and HRIS Supervisor (CHS) of Omni Family Health (Omni) provides leadership and guidance to a growing network of state-of-the-art health centers serving California’s Central Valley. As a member of the Human Resources (HR) Department, the CHS is responsible for supporting and overseeing the administration of competitive, equitable, and compliant compensation programs aligned with Omni’s mission. This role coordinates and monitors job evaluation activities, salary structures, and market and equity analyses, and partners with Omni leaders to support workforce planning, pay practices, and retention efforts. In addition, the CHS oversees the day-to-day operations of the HRIS system, ensuring data integrity and effective system functionality to support HR operations and organizational decision-making.

Requirements

High School Diploma or GED certification.
Five (5) years of experience in human resources, with three (3) years in a compensation position and (1) year in a lead or supervisor role, preferably within a Federally Qualified Health Center (FQHC), healthcare, or nonprofit setting.
Working understanding of compensation principles, structure, and strategies, including experience with survey participation, market pricing, and benchmarking practices.
Skilled in market pricing software and compensation modeling tools to support data-driven decision-making.
Experienced with HRIS systems and compensation tools, including market pricing platforms and data visualization applications.
Proficient in Microsoft Excel (pivot tables, VLOOKUP, formulas), with working knowledge of the Microsoft Office Suite (Word, Outlook, Excel, PowerPoint).
Knowledgeable of compensation regulations, including pay equity requirements, wage and hour laws, and market pricing methodologies.
Communicates effectively (written and verbal), ability to clearly deliver and exchange information, has great listening skills.
Able to confidently and decisively reach decisions, takes thoughtful approach when considering options, seeks input from others, makes informed choices in a timely manner.
Adjusts effectively to new conditions or situations, open to new ideas and responsibilities, capable of handling unexpected challenges.
Works to establish and articulate vision, shows creativity when defining solutions.
Defines responsibilities, motivates employees, delegates well, rewards appropriately.
Must be alert and respect confidentiality of information of all types “general personnel, and/or patient related information.”
Promotes and believes in Omni’s mission statement.
Ability to relate to the public regardless of race, ethnicity, religion, age, sex, disability or economic status.

Nice To Haves

Certified Compensation Professional (CCP), or similar certification preferred.

Responsibilities

Coordinates and administers compensation programs, including pay structures, salaries, bonuses, provider models, stipends, and incentive plans, in partnership with senior leadership to ensure alignment with organizational budget and strategic objectives.
Supports and maintains the administration, configuration, and continuous optimization of the HRIS system, serving as a subject matter expert and strategic partner to HR, Payroll, Finance, and IT to ensure system efficiency, data integrity, and scalability.
Provides leadership and oversight to the Compensation team, ensuring operational effectiveness, adherence to policies, and achievement of performance goals. Fosters a collaborative team environment through talent development, performance evaluations, scheduling, recruitment, and disciplinary actions, including termination recommendations when appropriate.
Conducts ongoing market analysis and job benchmarking using survey data and market intelligence to develop competitive compensation ranges for clinical, provider, and administrative roles. Recommends pay adjustments based on market trends, internal equity, and budget considerations to ensure optimized and equitable compensation strategies.
Prepares, evaluates, and maintains job descriptions, ensuring accuracy, consistency, and alignment with salary analysis. Collaborates with leaders to define duties, responsibilities, required skills and evaluates positions for proper Fair Labor Standard Acts (FLSA) classification.
Supports the administration of performance-based compensation systems, including incentive and bonus programs, to support employee motivation and alignment with organizational goals.
Reviews and approves salary recommendations for new hires, transfers, reclassifications, promotions, and demotions to ensure internal equity and regulatory compliance.
Manages and supports compensation-related systems and tools, ensuring data integrity across HRIS, performance management platforms, and market intelligence databases.
Participates in HRIS-related projects, including module implementations, system upgrades, integrations, and process redesign initiatives to support operational efficiency.
Conducts routine audits and data validation activities, ensuring accuracy, data privacy, system reliability, and compliance with regulatory requirements.
Administers and supports the Personnel Requisition (PR) process, including workflow developing, training, system configuration, review, and reporting for HR leadership.
Manages and updates user documentation (SOPs, job aids, manuals); facilitates user training sessions to ensure effective adoption and utilization of HR systems and compensation tools.
Ensures practices support policy adherence, audit readiness, and strong internal controls. Partners with senior leadership to design, implement, and refine compensation and HRIS frameworks.
Monitors and enforces compliance with pay transparency laws, minimum wage changes, and other applicable regulatory requirements, adjusting compensation practices proactively to maintain compliance.
Ensures all compensation and HRIS activities comply with federal, state, and local laws, including FLSA and wage and hour regulations, while maintaining consistency with internal policies.
Engages in continuous professional development to remain current on compensation, HRIS, regulatory, and industry best practices, applying insight to enhance organizational strategy.
Other duties and/or responsibilities as CHS may be assigned from time to time.
Some travel may be required.
Health Insurance Portability and Accountability Act (HIPAA) Compliance: Responsible for maintaining abreast of and in compliance with all HIPAA regulations and requirements.
Compliance: Ensures compliance with all local, state, and federal regulations.
Quality Assurance/Quality Improvement (QA/QI): Participates as required in QA/QI activities and contributes towards the overall quality improvement initiatives of the organization.
Information Technology (IT): May be required to learn and use the electronica health record and its components as required by the job functions and highlighted in the policies and procedures. These components include NextGen, Practice Management Systems (PMS), Quality Systems Inc. (QSI), and other electronic features as they are developed and implemented, as applicable to work environment.
Patient Centered Medical Home (PCMH): All employees will participate in PCMH at Omni Family Health.
Audits: Contributes to required Health Resources and Services Administration (HRSA), Operational Site Visit (OSV), The Joint Commission (JC), and other audit events.