The Compensation Manager designs, implements, and oversees an organization's compensation programs to attract, retain, and motivate employees, ensuring competitive and compliant pay structures.

Manages the daily operations of the employee compensation programs. Develops and oversees policies and processes for internal pay equity, salary structure management, annual increases, and other premium or special pay programs.

Key duties include analyzing market pay data, benchmarking salaries, developing incentive and pay-for-performance plans, and ensuring compliance with employment laws.

1. Manages and coordinates the administration of wage/salary policies and procedures and ensures that pay plans and practices meet current federal and state legislation.
2. Designing, developing, and implementing compensation programs, including base pay structures, company-wide compensation strategies, and policies that align with business goals and industry trends
3. Ensure all compensation practices comply with current legislation, including government regulations and pay equity laws
4. Evaluate job descriptions to determine pay structure within the organization for classification and appropriate compensation based on internal equity and external market competitiveness.
5. Responsible for analyzing job descriptions and performance evaluations for policy and legislative compliance.
6. Conduct regular market analyses and salary surveys to ensure compensation programs are competitive and fair, tracking prevailing pay rates and pay equity.
7. Analyze compensation data to evaluate program effectiveness, identify gaps, and present findings and recommendations to senior management.
8. Make recommendations on structure modifications, merit, and pay policy/practice adjustments.
9. Complete projects to assess pay structure across both clinical and non-clinical roles.
10. Conduct market analysis, prepare structure redesign proposal and cost impact analysis, deliver findings to HR leadership along with recommendations for cost alternatives that align with budget.
11. Use analytical and presentation software to communicate findings and recommendations to management and collaborate with HR and other departments
12. Managing job classification and compensation information in Human Resources Payroll systems
13. Oversee job evaluations and job audits.
14. Develop and deliver compensation best practice training to appropriate stakeholders.
15. Answer questions from employees regarding their pay and benefits, fostering understanding and confidence in the compensation system
16. Serve as a critical resources and point-of-contact for complex wage and salary inquiries.
17. Partner with the recruiting team to develop competitive offers for new hires and existing employees.
18. Stay current on external best practices and relevant changes to the compensation field; communicate updates to leadership.

Manager

• Manages departmental budget
• Interviews, selects, hires, and retains employees
• Ensures orientation and training for employees
• Manages performance
• Promotes, demotes, or transfers employees to meet organizational needs
• Executes employee accountability process up to and including termination
• Manages departmental productivity standards
• Performs compliance requirements
• Approves payroll and is responsible for accurate payment of employees
• Manages front line operations of area of accountability related to meeting/exceeding departmental goals

DCH Standards: 

• Maintains performance, patient and employee satisfaction and financial standards as outlined in the performance evaluation.
• Performs compliance requirements as outlined in the Employee Handbook
• Must adhere to the DCH Mission, Vision, and Values including creating positive relationships with patients/families, coworkers, colleagues and with self.
• Performs essential job functions in a manner that ensures the safety of patients, visitors and employees.
• Identifies and reduces unsafe practices that may result in harm to patients, visitors and employees.
• Recognizes and takes appropriate action to reduce risks and hazards to promote safety for patients, visitors and employees.
• Requires use of electronic mail, time and attendance software, learning management software and intranet.
• Must adhere to all DCH Health System policies and procedures.
• All other duties as assigned.

Required:

• Bachelor's degree in Human Resources, Business Administration, Finance, or a related field
• Requires a minimum of five years professional experience in compensation

Preferred:

• Certified Compensation Professional (CCP), SHRM-CP, or related preferred
• Leadership compensation program experience
• Prior experience working for hospital or health system as compensation subject matter expert a plus

Other Skills:

• Excellent mathematical and critical thinking skills required
• Strong analytical, data interpretation, and quantitative skills are essential for understanding market trends and compensation data.
• Expertise in analytical, database, and presentation software is necessary for data management and reporting (MS Word, MS Excel, etc).
• A strong understanding of business finances, budgets, and the overall success of the organization is important.
• Knowledge of human resource laws, regulations, and compensation best practices
• Excellent interpersonal and communication skills are needed to present findings to management and explain compensation policies to employees.
• Meticulous attention to detail is crucial for ensuring accuracy in compensation plans and compliance with laws.
• Knowledge of market compensation data sources and best practices for application and presentation of market data.
• Must demonstrate good judgement, strong business acumen, effective and influential leadership skills.
• Excellent project management, organizational, and follow-through skills required.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Must be able to read, write legibly, speak, and comprehend English.

WORKING CONDITIONS

Work Context

• Job hours are typically 7:30a-4:00p Monday-Friday, however, there may be times when earlier or later hours are necessary
• Frequent contact with others: deals with internal and external customers, face-to-face discussions, email and telephone communications
• Self-motivated and able to work independently or as part of a cross-functional team.

Physical Factors

• Requirements: Light work. Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects.
• Must be able to perform the duties with or without reasonable accommodation.
• Hearing and vision must be normal or corrected to within normal range.

Physical presence onsite is essential.