Compensation Consultant 917051
Company Name:
Vidant Health
About Vidant Health
Vidant Health is a regional health system serving 29 counties in eastern North Carolina. We are working every day to improve the health of the 1.4 million people we serve. Vidant Health is made up of 9 hospitals, physician practices, home health, hospice, wellness centers and other health care services. Vidant Medical Center is affiliated with the Brody School of Medicine at East Carolina University. As a major resource for health services and education, Vidant Health strives to support local medical communities and to work with providers throughout the region to deliver quality care. Our goal is to enhance services that are available locally and to eliminate barriers involving time, distance and lack of awareness that sometimes prevent patients from receiving the care they need.
Responsibilities
Compensation Plan - Analyze and determine compensation rates for incumbents in market sensitive positions using market data, pay trends, incumbents' experience and performance history. Develop compensation plan strategies and programs in support of business objectives.
Cost and Budget - Participates in the competitive review process, including but not limited to evaluating program effectiveness, creating organizational value, making recommendations to leadership, and administering implementation of base salary adjustments. Provide client groups with projections and analyses of cost impact for annual merit increases, bonuses and special market adjustments. Works with service lines that may be affected by salary changes to validate FTE allocation and cost estimates are within approved departmental budget.
Salary Administration - Serves as a project manager for compensation programs including short-term incentive plans, premium pay programs, and other company-wide initiatives.
Retention - Partners with Recognition and Recruiting departments to develop retention and recruitment strategies that target high turnover jobs within the system.
Survey Utilization - Analyzes results of surveys, researches market data, and selects relevant external benchmarks to assess status of pay and benefits programs within the healthcare system. Manage the design/development of tools to guide leadership through compensation decisions.
Compensation Consultation - Works closely with the Director of Compensation to design, develop and implement changes to compensation practices while serving as a consultant to leadership on premium pay programs and other pay initiatives. Meet with executive staff to discuss concerns of pay equity issues and provides analytical support for system changes.
Job Documentation - Provide guidance and direction to Compensation Technician in documenting and updating job descriptions to clarify or enhance the quality and consistency of position descriptions.
Regulatory - Studies legislation & arbitration decisions, and evaluates policies to ensure programs are competitive with industry trends and aligned with regulatory requirements.
Pay Policies - Serves as a resource to HR and management staff on compensation policies, wage/hour guidelines, and pay issues. Formulate policies, procedures and programs for recruitment, placement, and classification. Develop methods to improve employment policies, processes, and practices, and recommend changes to management. Direct preparation and distribution of written and verbal information to inform employees of compensation and personnel policies. Develop methods to improve employment policies and processes.
Positions Control - Partner with management to create or modify positions and conducts job evaluations/analyses to prepare compensation recommendations. Coordinates changes to pay practices, positions & salaries for all hospitals and subsidiary corporations within the system.
Minimum Requirements
Bachelor's degree in Accounting, Finance, Human Resources or a related field required.
5 years of experience in compensation required; Experience in program development and salary administration within the field of healthcare is a plus.
2 years of leadership experience obtained through direct management of employees or project management preferred.
Proficient knowledgeable of wage and hour laws required.
Advanced spreadsheet and database skills using Microsoft Excel required.
Experience with PeopleSoft is a plus.
Apply here: http://tinyurl.com/ow9nvd2Estimated Salary: $20 to $28 per hour based on qualifications.
Vidant Health
About Vidant Health
Vidant Health is a regional health system serving 29 counties in eastern North Carolina. We are working every day to improve the health of the 1.4 million people we serve. Vidant Health is made up of 9 hospitals, physician practices, home health, hospice, wellness centers and other health care services. Vidant Medical Center is affiliated with the Brody School of Medicine at East Carolina University. As a major resource for health services and education, Vidant Health strives to support local medical communities and to work with providers throughout the region to deliver quality care. Our goal is to enhance services that are available locally and to eliminate barriers involving time, distance and lack of awareness that sometimes prevent patients from receiving the care they need.
Responsibilities
Compensation Plan - Analyze and determine compensation rates for incumbents in market sensitive positions using market data, pay trends, incumbents' experience and performance history. Develop compensation plan strategies and programs in support of business objectives.
Cost and Budget - Participates in the competitive review process, including but not limited to evaluating program effectiveness, creating organizational value, making recommendations to leadership, and administering implementation of base salary adjustments. Provide client groups with projections and analyses of cost impact for annual merit increases, bonuses and special market adjustments. Works with service lines that may be affected by salary changes to validate FTE allocation and cost estimates are within approved departmental budget.
Salary Administration - Serves as a project manager for compensation programs including short-term incentive plans, premium pay programs, and other company-wide initiatives.
Retention - Partners with Recognition and Recruiting departments to develop retention and recruitment strategies that target high turnover jobs within the system.
Survey Utilization - Analyzes results of surveys, researches market data, and selects relevant external benchmarks to assess status of pay and benefits programs within the healthcare system. Manage the design/development of tools to guide leadership through compensation decisions.
Compensation Consultation - Works closely with the Director of Compensation to design, develop and implement changes to compensation practices while serving as a consultant to leadership on premium pay programs and other pay initiatives. Meet with executive staff to discuss concerns of pay equity issues and provides analytical support for system changes.
Job Documentation - Provide guidance and direction to Compensation Technician in documenting and updating job descriptions to clarify or enhance the quality and consistency of position descriptions.
Regulatory - Studies legislation & arbitration decisions, and evaluates policies to ensure programs are competitive with industry trends and aligned with regulatory requirements.
Pay Policies - Serves as a resource to HR and management staff on compensation policies, wage/hour guidelines, and pay issues. Formulate policies, procedures and programs for recruitment, placement, and classification. Develop methods to improve employment policies, processes, and practices, and recommend changes to management. Direct preparation and distribution of written and verbal information to inform employees of compensation and personnel policies. Develop methods to improve employment policies and processes.
Positions Control - Partner with management to create or modify positions and conducts job evaluations/analyses to prepare compensation recommendations. Coordinates changes to pay practices, positions & salaries for all hospitals and subsidiary corporations within the system.
Minimum Requirements
Bachelor's degree in Accounting, Finance, Human Resources or a related field required.
5 years of experience in compensation required; Experience in program development and salary administration within the field of healthcare is a plus.
2 years of leadership experience obtained through direct management of employees or project management preferred.
Proficient knowledgeable of wage and hour laws required.
Advanced spreadsheet and database skills using Microsoft Excel required.
Experience with PeopleSoft is a plus.
Apply here: http://tinyurl.com/ow9nvd2Estimated Salary: $20 to $28 per hour based on qualifications.
|
|
 | |
