Compensation Manager - Academics, Corporate, and Research

American Addiction Centers•Charlotte, NC

5d•$51 - $77•Remote

About The Position

Excellent opportunity for someone with a wealth of compensation experience in higher education (academics or medical school) for corporate, research and academic type roles within our healthcare system. This role ensures the compensation strategy is effectively implemented within established budgets and complies with relevant regulations, laws and employment standards. It owns the process to develop, implement and administer compliant and market competitive compensation programs consistent with the organization's overall reward strategy. The Compensation Manager liaises with P&C business partners and leaders to drive and implement approved compensation strategies appropriate for their business needs and consistent with the organization's overall reward strategy. They act as an internal advanced subject matter expert to P&C business partners, Talent Acquisition, business leaders, and other internal stakeholders on pay decisions, policy and practice interpretation, and job evaluation. In collaboration with Compensation Delivery, manages and executes compensation projects and programs including market pricing reviews/updates, annual merit increases, market increases, and incentives through our HR Technology. Oversees the coordination of the process with other teams, P&C Partners, and leaders including development of training materials, presentations, and meetings. In collaboration with other compensation leaders and delivery, develops, implements and maintains compensation change/communications, education/training, plan documents, and reporting analytics. Ensures jobs and compensation programs are appropriately managed for compliance, internal equity, and market competitive in alignment with approved compensation philosophy and process. Conducts ongoing research to improve the effectiveness of compensation plans as it relates to market competitiveness to attract and retain teammates. Ensures job classification data is accurate to include current job descriptions are completed during the job evaluation process and in the proper format. Utilizes approved financial modeling and analytics to best leverage compensation programs and budgets. Enables data-driven decisions based upon consistent financial models, databases, and analytical tools. Manages all activity throughout the year and audit output, market trends and competitive pay positions to ensure compensation plans meet overall enterprise, regional and market goals and objectives. Keeps up to date on federal, state and local compensation laws and regulations and remains informed of industry trends and best practices. This job description indicates the general nature and level of work expected of the incumbent. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the incumbent. Incumbent may be required to perform other related duties.

Requirements

Bachelor’s degree in human resources, finance, or another related field.
Typically requires five or more years in compensation with previous consulting experience, project management, and responsibility for critical initiatives.
Experience working with complex, matrixed, organization structures and providing guidance while maintaining a balance between remaining competitive in the market and fiscal/financial responsibility.
Experience in design and implementation of compensation programs, plans, and structures across multiple geographies.
Experience developing strategic partnerships with executive level business leaders and influencing business decisions.
Significant experience using compensation administration software such as CompAnalyst, PayFactors, or MarketPay.
Experience using HR ERP technology such as Workday, Oracle, or SAP/SuccessFactors.
Extensive interpersonal and communication skills (verbal, written and presentation) including the ability to communicate and present complex ideas and topics in a manner that is easy to understand to all levels of teammates including executives.
Ability to work independently and lead initiatives as required, demonstrating effective project management skills, with strong sense of urgency and ability to meet tight deadlines.
Advanced level analytical skills, both quantitative and qualitative, plus proficiency in Excel, PowerPoint, and other HR software/systems.
Advanced level critical thinking skills with the ability to research and analyze data drawn from multiple sources to find problems and make effective decisions.
Ability to find a solution or resolution within approved philosophy and process.
Significant functional experience and demonstrated knowledge of compensation practices.
Ability to balance multiple and competing priorities in a fast-paced environment with a strong client-focused approach.
Ability to identify and solve the most complex problems creatively.
Demonstrated knowledge of HR technology and its utilization to drive consistency and efficiency.
Demonstrated understanding of the laws and regulations that affect human resources and compensation.
Ability to professionally push others past their comfort zone(s) and creates a sense of urgency and speed.
Strong business and financial acumen
Customer service orientation
Ability to develop and maintain effective working relationships with a variety of stakeholders that includes the corporate/enterprise level executives.
Consultative and collaborative style that allows for influence without authority.
Ability to mitigate unforeseen problems creatively and effectively.
Ability to translate the technical nature of compensation for clear stakeholder understanding.
Proficiency in MS Office applications.
Highly proficient with Excel and PowerPoint.

Nice To Haves

Wealth of compensation experience in higher education (academics or medical school)

Responsibilities

Ensures the compensation strategy is effectively implemented within established budgets and complies with relevant regulations, laws and employment standards.
Owns the process to develop, implement and administer compliant and market competitive compensation programs consistent with the organization's overall reward strategy.
Liaises with P&C business partners and leaders to drive and implement approved compensation strategies appropriate for their business needs and consistent with the organization's overall reward strategy.
Acts as an internal advanced subject matter expert to P&C business partners, Talent Acquisition, business leaders, and other internal stakeholders’ on pay decisions, policy and practice interpretation, and job evaluation.
In collaboration with Compensation Delivery, manages and executes compensation projects and programs including market pricing reviews/updates, annual merit increases, market increases, and incentives through our HR Technology.
Oversee the coordination of the process with other teams, P&C Partners, and leaders including development of training materials, presentations, and meetings.
In collaboration with other compensation leaders and delivery, develops, implements and maintains compensation change/communications, education/training, plan documents, and reporting analytics.
Ensures jobs and compensation programs are appropriately managed for compliance, internal equity, and market competitive in alignment with approved compensation philosophy and process.
Conducts ongoing research to improve the effectiveness of compensation plans as it relates to market competitiveness to attract and retain teammates.
Ensures job classification data is accurate to include current job descriptions are completed during the job evaluation process and in the proper format.
Utilizes approved financial modeling and analytics to best leverage compensation programs and budgets.
Enables data-driven decisions based upon consistent financial models, databases, and analytical tools.
Manages all activity throughout the year and audit output, market trends and competitive pay positions to ensure compensation plans meet overall enterprise, regional and market goals and objectives.
Keeps up to date on federal, state and local compensation laws and regulations and remains informed of industry trends and best practices.

Benefits

Comprehensive suite of Total Rewards: benefits and well-being programs
Competitive compensation
Generous retirement offerings
Programs that invest in your career development
Paid Time Off programs
Health and welfare benefits such as medical, dental, vision, life, and Short- and Long-Term Disability
Flexible Spending Accounts for eligible health care and dependent care expenses
Family benefits such as adoption assistance and paid parental leave
Defined contribution retirement plans with employer match and other financial wellness programs
Educational Assistance Program