Compensation Program Manager

MiniMed

About The Position

At MiniMed, the Compensation Program Manager develops, implements, and administers compensation and incentive policies, procedures, practices, and programs. The role conducts labor-market surveys and studies, analyzes jobs and job descriptions, applies job-evaluation techniques to establish equitable compensation rates, and reviews compensation and classification changes. It provides guidance to managers and HR generalists on compensation matters and interprets laws regulating compensation practices. The position partners with HR management on competitive initiatives that support business strategies and may administer executive compensation, incentive plans, and stock options, as well as prepare employee communications and training. Within the program management career stream, this role manages one or more small-scale, established or mature programs with defined plans and delivery methods. It is accountable for program process, performance, and customer satisfaction, and may provide input on objectives, timelines, milestones, and budgets. The work involves analyzing difficult problems that may affect multiple workstreams or departments, improving program-management processes, communicating with internal and external customers and vendors, and leading and reviewing the work of professionals and/or vendors. The role has direct involvement in day-to-day program execution but is not directly responsible for hiring or firing or people management.

Requirements

Baccalaureate degree and a minimum of 5 years of relevant experience, or an advanced degree and a minimum of 3 years of relevant experience.
Practical knowledge of leading and managing the execution of processes, projects, and tactics within one job area.
Advanced knowledge and skills in a specific technical or professional discipline, with understanding of the impact of work on other areas of the organization.
Experience or capability in program execution, including leading matrixed teams and/or vendors without direct-report authority.

Responsibilities

Develop, implement, and administer compensation and incentive policies, procedures, practices, and programs.
Conduct surveys and studies of labor markets to determine compensation trends.
Analyze jobs and review job descriptions and specifications.
Apply job-evaluation techniques to establish equitable compensation rates within the organization relative to industry rates.
Analyze government regulations, company policies, and labor-union agreements to establish standard rates.
Review classification and compensation changes and recommend changes based on job tasks, employee qualifications, company policy, and budgetary limitations.
Guide and make recommendations to line managers and HR generalists on compensation issues.
Interpret laws regulating compensation practices.
Partner with HR management to develop competitive initiatives that support business strategies.
Manage program processes, performance, and customer satisfaction; provide input on program objectives, timelines, milestones, and budgets.
Improve program-management processes and address problems affecting multiple workstreams, departments, or specialties.
Communicate program and operational developments, lead meetings and briefings, and influence internal and external stakeholders and vendors to support program execution.
Lead, direct, and review the work of program professionals and/or vendors.
May administer executive compensation, incentive plans, and stock options.
May prepare and deliver employee communications and training programs.