HR Compensation Manager Plantation, FL Full Time - Days Corporate Req #: 19544 Posted: Today Apply Now Save Job Saved

Summary

Hybrid Position

Office Address: 900 South Pine Island Road Plantation FL 33324

PRIMARY FUNCTION

The Manager, HR Compensation, is responsible for managing the compensation function and philosophy, to include planning, developing and implementing new and revised compensation programs, policies and procedures to align with the company's goals and competitive practices. This position is also responsible for ensuring that company compensation programs are consistently administered in compliance with internal policies and government regulations. Individual will provide compensation expertise relative to a scalable model and mergers & acquisitions.

ESSENTIAL DUTIES AND RESPONSIBILITIES

This list may not include all the duties that may be assigned.

Develop, administer and manage enterprise compensation strategy, including salary structures, incentive plans, for staff ensuring competitiveness, compliance and alignment with the organization’s goals. Ensure national level consideration and scalability. Model and maintain various types of base pay programs and pay structures. Conduct market research, analyze data, and collaborate with stakeholders to optimize employee and clinician compensation packages. Actively participates in Merger and Acquisition due diligence as it relates to employee compensation programs.  Conducts in-depth analysis relative to M&A job mapping, development of geographic pay philosophies and salary structures. Conduct quantitative analyses to support the organization in various initiatives. Perform benchmarking analysis to develop job families and ensure competitive pay targets and maintain the current job architecture and support the strategic growth of the business, as needed. Serves as a subject matter expert providing compensation guidance to HR Business Partners, Talent Acquisition team and business leaders. Partners with enterprise leaders on their compensation initiatives, prepares presentations and will be required to present data/presentation materials. Manages annual non-clinician incentive plans, as well as annual enterprise merit and bonus programs. Directs data collection and analysis processes for market, pay equity, and other compensation studies. Participates in salary surveys. Evaluates and provides recommendations on new hire compensation, specialized programs, retention programs, succession plans, incentive plans, and recognition programs. Review compensation practices to identify process improvement opportunities and create/enhance tools to further automate the process. Build and maintain reports, dashboards, and metrics and monitor the integrity and validity of data. Coordinates and promotes awareness and education of core compensation processes, including job documentation and evaluation process to develop and maintain standardized job descriptions for all roles. Provides analysis of compensation programs to ensure compliance to state and federal legislations such as FLSA. Serves as a mentor and trainer for compensation team members; may provide performance management feedback as it relates to compensation team members. Participates in special compensation projects and strategic initiatives and may perform other duties as assigned.

SUPERVISORY RESPONSIBILITIES

Supervises Compensation Analyst(s)

QUALIFICATIONS

EDUCATION:

Bachelor’s degree in human resources, Business Administration, Finance, or a related field. Experience may be commensurate with education.

EXPERIENCE:

Minimum of 5 years relevant experience with education requirements met.

LICENSURE / CERTIFICATION

CCP, SHRM-CP, SHRM-SCP a plus

KNOWLEDGE, SKILLS, AND ABILITIES

Knowledge of HR laws and regulations related to all aspects of compensation programs. Knowledge of state/federal requirements; compensation regulations and compliance requirements. Ability to manage multiple and complete tasks and prioritizes with flexibility, ownership, and reliable follow-up. Strategic thinker focusing on long-term large-scale solutions and a hands-on operator rolling up sleeves to fix issues when needed. Strong attention to details and exceptional organizational skills are both required qualities. Aptitude toward taking initiative to correct problems or drive improvement without waiting for direction. Strong analytical and problem-solving skills. Self-starter, strong business ethics, and drives results. Ability to work independently and meet deadlines. Excellent oral, written communication and interpersonal skills. Ability to communicate effectively with the management team, and at all levels of the organization. Proven ability to lead by example and foster mentoring relationships. Outstanding ability to manage multiple priorities, facilitation skills, and personal leadership. General knowledge of Merger and Acquisition best practices related to compensation.

TYPICAL WORKING CONDITIONS

Non-patient facing Works in an office environment Must be FL based. Hybrid – works onsite & remote office environment Involves frequent telephone interaction. May require sitting or standing for long periods. Stooping, bending, and stretching for files and supplies. Occasionally lifting files, boxes weighing up to 50 pounds. View and type on computer screens for long periods. Work in a high-volume, rapidly changing environment

OTHER PHYSICAL REQUIREMENTS

Vision Sense of sound Sense of touch Requires manual dexterity sufficient to operate a keyboard, projector, copier, and other office and training equipment.

PERFORMANCE REQUIREMENTS

Adhere to all organizational information security policies and protect all sensitive information including but not limited to ePHI and PHI (Protected Health Information) in accordance with organizational policy, Federal, State, and local regulations.

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