Director Compensation

Parkland Health

22h

About The Position

The Director of Compensation is a strategic leader responsible for designing and implementing Parkland’s compensation strategy. The role ensures pay plans are competitive, sustainable, scalable, and aligned with the organization’s short- and long-term strategic goals. Working collaboratively with leaders across the organization, the Director ensures compensation plans drive performance and support the organization’s ability to attract, motivate, and retain employees. The Director leads the design, communication, administration, and ongoing improvement of base pay and incentive programs; oversees market surveys and the annual total compensation review; and develops strategies to ensure job descriptions are compliant, accurate, consistent, and competitive. The role also develops internal controls for compliance, prepares presentations for the Board of Managers and Office of Talent Management meetings, and leads departmental budgets, goals, and staff.

Requirements

Bachelor’s degree, preferably in Business Administration, Finance, Accounting, or a related field.
Five years of leadership experience leading development of a complex, integrated, and strategic compensation program.
At least seven years of broad-based compensation experience, including program design and administration.
Experience in a regulatory environment governing compensation plan design, including HIPAA, ERISA, and FLSA, and understanding of fiduciary responsibilities and financial management.
Demonstrated ability to improve HR systems and enhance operational efficiencies.
Excellent business acumen and strong strategic planning, financial, and analytical skills.
Proven written and verbal communication skills and demonstrated leadership ability.
Ability to communicate, influence, persuade, gain the confidence of, and advise senior leadership on sensitive issues.
Ability to explain complex plan design in understandable terms so employees value compensation plans.
Ability to work under pressure, balance multiple priorities, and produce results; proven team-building leadership.
Experience developing and implementing compensation solutions in a complex operating environment.
Demonstrated success collaborating with cross-functional business leaders and forming relationships at all organizational levels.
Proven experience building and developing a high-performing team.
Must have or achieve within 24 months of hire certification as a Certified Compensation Professional (CCP) or Certified Benefits Professional (CBP).

Nice To Haves

Master’s degree in Business, Human Resources, or a related field.
Experience in a healthcare environment.

Responsibilities

Establish, roll out, and maintain a compensation strategy and vision aligned with the organization’s business strategy.
Ensure compensation programs are cost-effective and consistent with labor market trends and organizational objectives.
Design, communicate, and manage all elements of the base pay program, including pay structures, merit and market review and adjustment methodology, and premiums.
Establish and refine the annual market survey, including agreements, invoicing, timelines, usage, matching, data-quality assessment, and strategy refinement.
Design, communicate, and manage incentive programs, including rules, eligibility, communications, pool development, interim and final calculations, awards, and payouts.
Oversee the review, communication, and implementation of the annual total compensation review.
Create, implement, and maintain a strategy to ensure job descriptions are compliant, accurate, consistent, and competitive.
Develop effective internal controls that promote adherence to applicable laws and accreditation and health-plan requirements; seek guidance as needed.
Attend and develop presentations for Board of Managers and Office of Talent Management meetings to communicate, educate, and obtain approvals for programs, budgets, and cost projections.
Analyze job design, work processes, and workflows and implement changes to improve effectiveness, productivity, and efficiency in support of departmental and organizational goals.
Stay current on developments and trends in the field through professional learning and participation, and apply relevant knowledge to work practices.
Maintain knowledge of applicable rules, regulations, policies, laws, and guidelines, and develop internal controls to promote compliance.
Develop and monitor annual budgets to ensure the department has funds to meet its goals and objectives.
Develop, implement, monitor, and revise annual departmental goals and objectives in support of Parkland’s mission and objectives.
Select, train, schedule, motivate, supervise, and evaluate employees; recommend disciplinary actions up to and including termination; and ensure staff have opportunities to develop their knowledge.