Your job is more than a job

GENERAL DUTIES

Leadership and Project Management:
-Monitors the overall operations of the compensation department to ensure the compensation strategy is competitive and thorough.
- Supervises trains, mentors compensation analysts and HR Generalists to ensure development technical and functional skills.
- Works in a collaborative manner with the larger HR Department, Leaders and Staff to monitor the resolution of any issues/problems and identify process improvements.
- Maintains employee accountability with all organizational policies and procedures. Encourages participation from employees and empowers staff to make suggestions in the ongoing delivery/improvement of care/services.
- Ensure that all Compensation processes are well documented so that continuity of work is ensured.
- Responsible for conducting performance evaluations and competency assessments in a timely manner. Schedules employees and staff’s department in accordance with staffing plan and care/service needs.Regulatory:
- Ensures that compensation plans comply with relevant legislations.
- Keeps up to date with all regulatory changes and facilitates necessary trainings as required.
- Works with HR management in providing recommendations when required for regulatory changes and analyzes data to predict cost of implementation of such changes.Salary Surveys:
- Participates and reviews benchmark surveys, analyzes and interprets relevant market data. Develops recommendations for updates to job architecture, salary structures and bonus targets as appropriate.Administration of Compensation Program:
- Responsible for creation of process that evaluates existing and new job descriptions and provides recommendation on job description content, job titling, FLSA status and market value.
- Oversee the compensation administration process including the planning of annual salary reviews, merit increases, shift differential analysis and short/long term incentives in close partnership with HR and Finance teams.
- Works closely with HR and leaders to assess organization need, advise on the compensation philosophy and the application of compensation policies and procedures.- Actively participates in the development of fiscal year department goals, including monthly meetings and tracking to ensure annual goals and targets are met.  
- Assists in monitoring trends that can improve LCMC metrics such as excessive overtime and call back and present these strategies to leadership as necessary.
- Participates in management meetings and collaborating on decisions that impact the department.
 

EXPERIENCE QUALIFICATIONS

5 years progressive compensation projects for large organizations (over 5,000 employees).Prior experience in local, regional and national surveys required.Preferred implementation experience with advanced systems in an ERP Environment.Experience with consolidation and/or standardization of jobs and development of salary structure.Experience with large scale change management within a complex culture.Experience identifying and implementing best practices to drive process improvement.10-year experience Preferred. 5 years minimum required.

EDUCATION QUALIFICATIONS

Required: Bachelor’s Degree in Human Resources or equivalent.Preferred: Master's Degree in Human Resources or equivalent.

LICENSES AND CERTIFICATIONS

Certification Required: PHR CertificationCertification Preferred: CCP within 48 months of hireIssuers: HRCI or SHRM or WorldatWork

SKILLS AND ABILITIES

Must have good analytical, negotiation and research skills.Must also be able to handle confidential company and employee information in a respectful manner.Strong experience with Microsoft Excel and ERP systems such as Infor, WorkDay or Oracle.Implementation and configuration experience preferred.Detailed-oriented and result driven analytical and organization skills.Ability to listen and respond to customer’s feedback and enact process change to improve future results.Proven ability to troubleshoot and problem solve in a fast-paced environment.Ability to work independently and under tight deadlines.Strong relationship building, teamwork, and follow up skills required.Strong written, oral and presentation and communication skills required.Ability to project competence, credibility, and professionalism, including the ability to use these qualities to build and maintain strong relationships.Must work in a collaborative manner with HRIS, Payroll, Talent Acquisition and other HR teams.

WORK SHIFT:

Days (United States of America)

LCMC Health is a community. 

Our people make health happen. While our NOLA roots run deep, our branches are the vessels that carry our mission of bringing the best possible care to every person and parish in Louisiana and beyond and put a little more heart and soul into healthcare along the way. Celebrating authenticity, originality, equity, inclusion and a little “come on in” attitude is the foundation of LCMC Health’s culture of everyday extraordinary

Your extras

Deliver healthcare with heart. Give people a reason to smile. Put a little love in your work. Be honest and real, but with compassion.  Bring some lagniappe into everything you do. Forget one-size-fits-all, think one-of-a-kind care. See opportunities, not problems – it’s all about perspective. Cheerlead ideas, differences, and each other. Love what makes you, you - because we do

You are welcome here. 

LCMC Health is an equal opportunity employer. All qualified applicants receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability status, protected veteran status, or any other characteristic protected by law.

The above job summary is intended to describe the general nature and level of the work being performed by people assigned to this work. This is not an exhaustive list of all duties and responsibilities.  LCMC Health reserves the right to amend and change responsibilities to meet organizational needs as necessary.

 

Simple things make the difference. 

1.    To get started, take your time to fully and accurately complete the application for employment. Incomplete applications get bogged down and are often eliminated due to missing information. 

2.    To ensure quality care and service, we may use information on your application to verify your previous employment and background.  

3.    To keep our career applications up-to-date, applications are inactive after 6 months and, therefore, require a new application for employment to be completed. 

4.    To expedite the hiring process, proof of citizenship or immigration status will be required to verify your lawful right to work in the United States.