Specialist, Compensation

Horizon Healthcare Services•Newark, NJ

2d•Onsite

About The Position

The role Supports the organization's compensation strategy by leading enterprise-wide job architecture initiative and providing oversight on market pricing practices across all divisions. This role partners closely with HRBP's, business leaders, and compensation team members to review job evaluations, ensure consistent application of market data, and guide complex compensation decisions. In addition to providing direct consultative support to key business areas, Specialist, Compensation helps maintain alignment and fairness across the organization's pay programs and assists in developing junior team members as they build their technical capability.

Requirements

HSD or GED required
7+ Years of experience in Compensation, preferably in a both publicly traded and non-profit companies of mid-size or larger.
Must have experience in broad-based pay programs.
Experience designing and administering both short-term and long-term incentive plans.
Proficiency in Excel; ability to build analysis based upon mid- to large datasets and create visualizations or summarize information and data into a compelling story or convincing recommendations.
Working Knowledge of Workday for all Compensation programs (base pay, incentive, annual compensation cycle, amongst others)
Proficient in MS Office, including Excel and the ability to create compelling presentations in PowerPoint
Knowledge broad-based pay programs, pay structure design, market pricing practices, FLSA determinations.
Understands key compensation processes such as annual compensation cycle, design of incentive plans, both short and long-term, and how to incorporate that knowledge into recommendations.
Can juggle multiple demands while adapting ideas and approaches.
Market pricing
Strong analytical skills with the ability to go beyond data to define the business need/issue, the role of pay and the broader HR considerations, in partnership with HRBPs or other HR teams, to addressing it
Designing the framework and key considerations for Job architecture and ability to integrate it into recommendations made by the Compensation team
Ability to influence HRBPs, business leaders and others on the team to ideas, practices and recommendations that meet departmental objectives.
Proficiency in understanding the scope of market data – sources, methods of collection and aggregation, appropriateness to organizational needs, and selection criteria
Ability to apply FLSA to all roles in the organization and make recommendations based upon FLSA

Nice To Haves

Bachelor degree preferred or relevant experience in lieu of a degree

Responsibilities

Lead and maintain enterprise-wide job architecture initiative, which includes assessing how roles align to the organization’s approved job architecture and ensuring the integrity and governance of its job library and the recommendations provided by the Compensation team on job evaluations.
Partner with large divisions (CBU, HNS, SMC, EBTS) and smaller divisions (Finance, Legal, Audit, Risk & Compliance, etc.) for all market pricing, promotion, and divisional support needs.
Provide overall oversight and consistency in market pricing and job evaluation work across all divisions, including the application of FLSA.
Partner with team members to review recommendations and ensure common roles are aligned and priced consistently.
Maintain and update grade exceptions as well as job architecture framework on an ongoing basis, keep job families and levels accurate and ensure they stay connected to our market pricing approach.
Provide high-level consulting and guidance to HR and business partners on complex compensation matters.
Mentor junior compensation staff and support capability-building within the team.
Collaborate with HRIS, payroll, and other partners to ensure data accuracy and support annual and cyclical compensation programs as needed.
Refine current practices related to defining the organization’s compensation programs, recommend and implement best practices related to the company’s job architecture, job evaluation and market pricing approaches.
Support additional compensation projects and initiatives as needed, adapting to evolving business priorities and providing expertise wherever required to ensure smooth execution of compensation programs.