Manager, Compensation, Human Resources (Full time, Days Hybrid)

Rochester Regional Health

7d•$100,000 - $140,000•Hybrid

About The Position

The Manager, Compensation is accountable for the development & implementation of strategic business solutions as it relates to Compensation programs. This role will be accountable for project leadership, and may include the implementation of system level programs, such as the annual wage review and salary adjustments. The Manager, Compensation will lead a team including but not limited to the training, reviewing, and oversight of work. This position will have robust understanding of multiple service lines best practices, and will have developed deep relationship management skills with operational senior leadership.

Requirements

Bachelor’s degree in Human Resources, Business Administration or related field required.
Minimum of 2 years’ experience in compensation, data analytics, human resources or related field.
Demonstrated analytical (critical thinking) skills are essential.
Exceptional Excel, PowerPoint, Access and analytical skills.
Strong attention to detail required.
Excellent verbal and written communication skills with all internal employees and external vendors.
Ability to maintain confidentiality and appropriate handling of sensitive information with tact and discretion required.
Have knowledge of principles and practices of compensation administration; methods and techniques related to compensation analysis; applicable state and federal employment laws and HR regulations.
Ability to meet deadlines and prioritize work

Responsibilities

Provides compensation assessment regarding employee pay, policy interpretation, guideline discretion, and job evaluations
May be responsible for training, reviewing, and/or oversight for the work of peers. This position may serve as a functional ‘lead’, assisting team-members with guidance for unique situations requiring complex solutions
Mastery of various lines of business, including relationship management with all levels of leadership.
Proficient in all HR and Compensation systems.
Works with HRIS to develop and build compensation reports and analytics to support internal and external business needs.
This role may be accountable to project manage annual wage programs, minimum wage adherence, integration efforts of current system, provide labor relations support for unionized groups, and/or any unique Compensation initiatives specific to a service line.
Prepare and present materials regarding significant Compensation programs
Responsible for maintaining job descriptions through research and verification of qualifications / license, FLSA requirements and grading for appropriate job classifications.
Participate in compensation surveys to collect and analyze competitive salary information.
Proactively conducts business analysis in partnership operations and other HR functional areas to understand business needs and maintain a competitive compensation structure.
Serves as a compensation subject matter expert and communicates effectively with all HR functional areas and leadership across RRH.
Independently manages operational re-organizations, recommending potential implications and/or alternatives to Operational Leadership. Analysis should consider organization compensation philosophy, market trends and fiscal responsibility.
May assist in the design of process documentation, business process procedures, functional specifications and educational materials under general direction from Compensation Leadership.