Director Compensation

Highmark Health•Pittsburgh, PA

47d•Onsite

About The Position

JOB SUMMARY This job serves as a subject matter expert in the design, implementation, administration, and communication of a variety of complex compensation and recognition programs and projects. Formulates, simplifies, automates, and scales pay procedures and practices across a large, complex organization. Supports work prioritization and flow, assesses team capacity, and leads, directs, evaluates, and develops a team of professionals. Consults with and advises senior and executive management, staff, hiring managers, field HR staff, and other internal and external clients regarding compensation solutions and tactical approaches. With guidance from Labor Relations, oversees compensation component of adherence to collective bargaining agreements and provides economic modeling in support of contract negotiations. Provides interpretive guidance on various professional issues and statutory requirements (e.g. FLSA). Formulates recommendations and provides applicable business analytics to assist in the development and implementation of system-wide rewards strategies. ESSENTIAL RESPONSIBILITIES Perform management responsibilities to include, but not limited to: involved in hiring and termination decisions, coaching and development, rewards and recognition, performance management and staff productivity. Plan, organize, staff, and manage the day-to-day operations of the team; develop and implement policies and programs as necessary; manage to assigned budgets. Lead others in the scoping, development, and execution of compensation process and program improvement projects Lead partnerships with internal departments to break down silos, create efficiencies, leverage technologies, and ensure Compensation Managers, Consultants, Analysts, and Specialists are able to do their best work. Design and operationalize broad base compensation programs at the job, job family, CBA, and organizational level. Collaborate with other HR areas by recommending compensation policy or program improvements to ensure alignment with business objectives. Provide strategic guidance and operational direction to Compensation team members, HR partners, and business leaders in the understanding, interpretation, and application of the organization’s compensation programs and compensation issues such as pay decisions, incentive programs, and internal/external benchmarking. Guide and deliver the analysis and evaluation of external market data and internal data relative to the current and projected employee population as necessary to perform cost impact analyses, and to develop salary budgets and forecasts. Lead adherence to compensation components of collective bargaining agreements in conjunction with Labor Relations. Develop or oversee the development of economic models and budget projections in support of contract negotiations. Seek opportunities for improvement, automation, and scaling programs to achieve the organization's compensation strategy, meet current and future business needs. Collaborate with internal and external stakeholders to develop and deliver effective communications on a variety of complex or unique compensation programs, projects, or initiatives. Other duties as assigned or requested.

Requirements

Bachelor's degree in Human Resources, Business Administration/Management, Accounting, Finance, Economics, Statistics, or related field.
4 years of related and progressive experience in lieu of Bachelor's degree
10 years of experience designing, implementing and administering compensation structures and programs, with at least 3 of those in a large, multi-faceted organization
5 years of experience in a leadership role
3 years of experience in compensation in an organization with a large/complex collectively bargained population
3 years working with clinical workforce compensation structures and programs
Broad background in Human Resources
Extensive experience and in-depth knowledge of strategic broad base compensation and pay programs including the various job evaluation systems
Knowledge of variable pay programs including incentive and bonus programs
Skills in the areas of interviewing, listening, writing, interpreting written material, and the application of quantitative techniques commonly used in the compensation field
Analytical and problem solving skills are required to adapt compensation programs to ever changing business requirements
Ability to collaborate and influence within and across the compensation team and others to drive continuous improvement
Effectively interface with all levels of management, as well as, external consultants and other service providers is necessary
Organization and project management skills necessary to direct the implementation of new/modified programs and systems

Nice To Haves

Certified Compensation Professional (CCP)

Responsibilities

Perform management responsibilities to include, but not limited to: involved in hiring and termination decisions, coaching and development, rewards and recognition, performance management and staff productivity.
Plan, organize, staff, and manage the day-to-day operations of the team; develop and implement policies and programs as necessary; manage to assigned budgets.
Lead others in the scoping, development, and execution of compensation process and program improvement projects
Lead partnerships with internal departments to break down silos, create efficiencies, leverage technologies, and ensure Compensation Managers, Consultants, Analysts, and Specialists are able to do their best work.
Design and operationalize broad base compensation programs at the job, job family, CBA, and organizational level.
Collaborate with other HR areas by recommending compensation policy or program improvements to ensure alignment with business objectives.
Provide strategic guidance and operational direction to Compensation team members, HR partners, and business leaders in the understanding, interpretation, and application of the organization’s compensation programs and compensation issues such as pay decisions, incentive programs, and internal/external benchmarking.
Guide and deliver the analysis and evaluation of external market data and internal data relative to the current and projected employee population as necessary to perform cost impact analyses, and to develop salary budgets and forecasts.
Lead adherence to compensation components of collective bargaining agreements in conjunction with Labor Relations.
Develop or oversee the development of economic models and budget projections in support of contract negotiations.
Seek opportunities for improvement, automation, and scaling programs to achieve the organization's compensation strategy, meet current and future business needs.
Collaborate with internal and external stakeholders to develop and deliver effective communications on a variety of complex or unique compensation programs, projects, or initiatives.
Other duties as assigned or requested.