DIRECTOR OF CLASSIFICATION AND COMPENSATION

Cook County•Chicago, IL

2d•Onsite

About The Position

The Director of Classification and Compensation leads the overall maintenance, development, coordination, design, and implementation of Cook County Health’s job classification and compensation function. The department creates and maintains job descriptions and conducts market compensation analysis for non-union, union, leadership, professional, clinical, and non-clinical positions in accordance with negotiated and other wage and salary decisions. The Director develops, implements, and maintains policies and procedures to ensure compliance with applicable laws, rules, and regulations and to support equitable pay structures and practices. The Director works with Recruiting, Finance, management, and the Cook County Bureau of Human Resources to ensure job descriptions accurately reflect position qualifications, support compensation-related performance management, and comply with relevant Federal, State, and County requirements. The role leads the classification and compensation team, advises leadership on pay and classification matters, and oversees related audits, salary surveys, market analysis, job description management, and FLSA reviews. The position reports to the Associate Chief Human Resources Officer and is based at John H. Stroger, Jr. Hospital in Chicago, Illinois, with a day schedule of 8:00 a.m. to 4:00 p.m.

Requirements

Master’s degree and three years of full-time work experience in classification and compensation, or a bachelor’s degree and seven years of full-time work experience in compensation and classification.
Three years in a supervisory or managerial position, including at least one year managing a team in a human resources or finance department.
Experience drafting and implementing job descriptions; a writing sample may be requested during the interview or at the time of interview.
Proficiency with analytical tools and programs, including the ability to manipulate, interpret, analyze, and present data.
Knowledge of job classification and grouping jobs according to prerequisites, functions, knowledge, skills, and abilities.
Knowledge of methodologies for developing surveys and questionnaires.
Customer service skills and the ability to deliver challenging messages and information positively and influentially.
Ability to interpret and organize budgetary data and perform pay computations, cost analysis, and projections.
Strong analytical, research, problem-solving, critical-thinking, data interpretation, organization, interpersonal, project management, administrative, and time-management skills.
Excellent written and verbal communication skills for working with people at all organizational levels, internally and externally.
Ability to coordinate a large classification and compensation system covering thousands of employees and hundreds of job titles.
Ability to work effectively in a complicated, diverse, fast-paced work environment and administer complex systems and processes.
Ability to understand organizational needs and goals, make compensation recommendations, lead professional Human Resources staff, and formulate policy recommendations in the area of expertise.
Ability to conduct interviews and salary surveys and elicit information from others.
Ability to make administrative and procedural decisions and judgments on sensitive, confidential issues.
Ability to communicate with employees at all levels with diplomacy and respect and to serve culturally diverse applicants and employees sensitively.
Ability to work in a rapidly changing healthcare environment, independently and collaboratively, and to set priorities and follow through promptly.
Dependability, flexibility, and ability to manage multiple projects amid changing and competing priorities, stressful situations, and deadlines.
Enthusiasm, self-motivation, and a team-oriented approach.
Ability to travel to and from CCH facilities, including the Cook County Bureau of Human Resources, in a timely manner.
Must meet all required qualifications at the time of application filing.

Nice To Haves

Master’s degree with a focus in finance, accounting, business, or human resources from an accredited college or university.
Previous work experience in a healthcare, hospital, or medical setting.
Experience working with compensation laws and regulations such as the Equal Pay Act, Fair Labor Standards Act (FLSA), and Americans with Disabilities Act (ADA).
Previous work experience in a union environment.
Previous work experience in a fast-paced environment with a high volume of work.
Certified Compensation Professional (CCP) certification or current enrollment in a CCP certification program.
PHR or SPH certification.

Responsibilities

Provide leadership in organizational and position design, position review and analytics, equitable and compliant compensation administration, and pay philosophies and strategies.
Assist in developing human resources, compensation, and classification policies, practices, and procedures.
Monitor employment policies and procedures, particularly those related to position reclassification, upgrades, downgrades, talent acquisition and retention initiatives, and salary determinations and adjustments.
Manage the classification and compensation team’s daily duties, operations, and implementation of job functions, and work with leadership to ensure the team has appropriate resources, training, skills, and staffing.
Maintain market pricing tools and evaluate compensation benchmarking strategies.
Draft and manage clinical and non-clinical job descriptions identifying grades, typical duties, minimum and preferred qualifications, and knowledge, skills, and abilities.
Coordinate final review and draft recommendations regarding job audits, classification studies, reclassification procedures, and salary schedules.
Manage staff auditing positions and incumbents, review and analyze job data, and direct job surveys of other government jurisdictions.
Consult with leadership, management, and the Cook County Bureau of Human Resources on CCH pay and classification strategy and coordinate job studies.
Work with Talent Acquisition and Human Resources leadership on CCH’s total compensation and benefits program.
Assist the Chief Human Resources Officer or designee with special projects and reports, and advise on classification and compensation policy options.
Guide development of workforce structures, job descriptions, and classification systems for newly created positions and structures.
Maintain compensation metrics for organizational and strategic decisions, including pay equity in alignment with regulations and CCH policies.
Participate in confidential discussions concerning wage settlements, employee classifications and upgrades, organizational structure and development, reorganizations, and budget impacts.
Provide expertise and recommendations on compensation, talent acquisition, and job development policies.
Supervise Human Resources staff performing desk audits, salary surveys, job description creation and management, market analysis, and FLSA reviews, and ensure policies, guidelines, and regulations are enforced.
Review applicable collective bargaining agreements and consult with Labor Relations to develop management proposals.
Participate in collective bargaining negotiations, caucus discussions, and working meetings.
Document, recommend, and effectuate discipline; work with Labor Relations or labor counsel to enforce collective bargaining agreements; and complete disciplinary actions under applicable CCH rules and agreements.
Direct and effectuate CCH management policies and practices, and navigate CCH records systems to review information needed to administer collective bargaining agreements.
Contribute to management of CCH staff and organizational development, and discuss and develop system policies and procedures.
Use independent judgment to identify staffing issues and, as necessary, hire, transfer, suspend, lay off, recall, promote, discharge, assign, direct, or discipline employees pursuant to applicable collective bargaining agreements.
Work with Cook County Labor Relations and CCH Operations Counsel to determine past practice when necessary.
Perform other duties as assigned.