Director Compensation at Highmark Health

Pittsburgh, Pennsylvania, United States -

Full Time

Start Date

Immediate

Expiry Date

25 Apr, 26

Salary

0.0

Posted On

26 Jan, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Human Resources, Compensation Programs, Leadership, Analytical Skills, Problem Solving, Collaboration, Project Management, Communication, Economic Modeling, Data Analysis, Performance Management, Coaching, Policy Development, Budget Management, Job Evaluation, Incentive Programs

Industry

Hospitals and Health Care

Description

Company : Highmark Health Job Description : JOB SUMMARY This job serves as a subject matter expert in the design, implementation, administration, and communication of a variety of complex compensation and recognition programs and projects. Formulates, simplifies, automates, and scales pay procedures and practices across a large, complex organization. Supports work prioritization and flow, assesses team capacity, and leads, directs, evaluates, and develops a team of professionals. Consults with and advises senior and executive management, staff, hiring managers, field HR staff, and other internal and external clients regarding compensation solutions and tactical approaches. With guidance from Labor Relations, oversees compensation component of adherence to collective bargaining agreements and provides economic modeling in support of contract negotiations. Provides interpretive guidance on various professional issues and statutory requirements (e.g. FLSA). Formulates recommendations and provides applicable business analytics to assist in the development and implementation of system-wide rewards strategies. ESSENTIAL RESPONSIBILITIES Perform management responsibilities to include, but not limited to: involved in hiring and termination decisions, coaching and development, rewards and recognition, performance management and staff productivity. Plan, organize, staff, and manage the day-to-day operations of the team; develop and implement policies and programs as necessary; manage to assigned budgets. Lead others in the scoping, development, and execution of compensation process and program improvement projects Lead partnerships with internal departments to break down silos, create efficiencies, leverage technologies, and ensure Compensation Managers, Consultants, Analysts, and Specialists are able to do their best work. Design and operationalize broad base compensation programs at the job, job family, CBA, and organizational level. Collaborate with other HR areas by recommending compensation policy or program improvements to ensure alignment with business objectives. Provide strategic guidance and operational direction to Compensation team members, HR partners, and business leaders in the understanding, interpretation, and application of the organization’s compensation programs and compensation issues such as pay decisions, incentive programs, and internal/external benchmarking. Guide and deliver the analysis and evaluation of external market data and internal data relative to the current and projected employee population as necessary to perform cost impact analyses, and to develop salary budgets and forecasts. Lead adherence to compensation components of collective bargaining agreements in conjunction with Labor Relations. Develop or oversee the development of economic models and budget projections in support of contract negotiations. Seek opportunities for improvement, automation, and scaling programs to achieve the organization's compensation strategy, meet current and future business needs. Collaborate with internal and external stakeholders to develop and deliver effective communications on a variety of complex or unique compensation programs, projects, or initiatives. Other duties as assigned or requested. EDUCATION Required Bachelor's degree in Human Resources, Business Administration/Management, Accounting, Finance, Economics, Statistics, or related field. Substitutions 4 years of related and progressive experience in lieu of Bachelor's degree Preferred None EXPERIENCE Required 10 years of experience designing, implementing and administering compensation structures and programs, with at least 3 of those in a large, multi-faceted organization 5 years of experience in a leadership role 3 years of experience in compensation in an organization with a large/complex collectively bargained population 3 years working with clinical workforce compensation structures and programs Preferred None LICENSES or CERTIFICATIONS Required None Preferred Certified Compensation Professional (CCP) SKILLS Broad background in Human Resources Extensive experience and in-depth knowledge of strategic broad base compensation and pay programs including the various job evaluation systems Knowledge of variable pay programs including incentive and bonus programs Skills in the areas of interviewing, listening, writing, interpreting written material, and the application of quantitative techniques commonly used in the compensation field Analytical and problem solving skills are required to adapt compensation programs to ever changing business requirements Ability to collaborate and influence within and across the compensation team and others to drive continuous improvement Effectively interface with all levels of management, as well as, external consultants and other service providers is necessary Organization and project management skills necessary to direct the implementation of new/modified programs and systems Language (Other than English): None Travel Requirement: 0% - 25% PHYSICAL, MENTAL DEMANDS and WORKING CONDITIONS Position Type Office-based Physical work site required Yes Disclaimer: The job description has been designed to indicate the general nature and essential duties and responsibilities of work performed by employees within this job title. It may not contain a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to do this job. Compliance Requirement: This job adheres to the ethical and legal standards and behavioral expectations as set forth in the code of business conduct and company policies. As a component of job responsibilities, employees may have access to covered information, cardholder data, or other confidential customer information that must be protected at all times. In connection with this, all employees must comply with both the Health Insurance Portability Accountability Act of 1996 (HIPAA) as described in the Notice of Privacy Practices and Privacy Policies and Procedures as well as all data security guidelines established within the Company’s Handbook of Privacy Policies and Practices and Information Security Policy. Furthermore, it is every employee’s responsibility to comply with the company’s Code of Business Conduct. This includes but is not limited to adherence to applicable federal and state laws, rules, and regulations as well as company policies and training requirements. Highmark Health and its affiliates prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities and prohibit discrimination against all individuals based on any category protected by applicable federal, state, or local law. We endeavor to make this site accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact the email below. For accommodation requests, please contact HR Services Online at HRServices@highmarkhealth.org California Consumer Privacy Act Employees, Contractors, and Applicants Notice Highmark Health is a national, blended health organization that includes one of America’s largest Blue Cross Blue Shield insurers and a growing regional hospital and physician network. Based in Pittsburgh, Pa., Highmark Health’s 35,000 employees serve millions of customers nationwide through the nonprofit organization’s affiliated businesses, which include Highmark Inc., Allegheny Health Network, HM Insurance Group, United Concordia Dental, HM Health Solutions and HM Home & Community Services. Highmark Health’s businesses proudly serve a broad spectrum of health-related needs including health insurance, health care delivery, population health management, dental solutions, reinsurance solutions, and innovative, technology solutions.

Responsibilities

The Director of Compensation will design, implement, and manage complex compensation and recognition programs while leading a team of professionals. They will also consult with senior management and ensure adherence to collective bargaining agreements.