Director, Compensation Strategy at Kaiser Permanente

, , -

Full Time

Start Date

Immediate

Expiry Date

12 Feb, 26

Salary

0.0

Posted On

14 Nov, 25

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Compensation Strategy, Human Resources, Leadership, Talent Planning, Performance Management, Business Operations, Strategic Direction, Program Development, Data Trends, HR Laws, Best Practices, Resource Planning, Team Motivation, Customer Needs, Contingency Planning, Execution Monitoring

Industry

Medical Practices

Description

Job Summary: In addition to the responsibilities listed below, this position is responsible for driving enterprise-wide compensation strategies, partnering with executive HR leadership, ensuring alignment of compensation with other Human Resource initiatives, and directing the implementation and use of strategic talent planning models, tools, methodologies, and resources. This position also collaborates with senior leadership throughout KP to influence the development and execution of functional KP-wide policies and long-term goals. Additionally, this position is responsible for ensuring that KP has the necessary level of organizational capability as Kaiser evolves to meet new business challenges and driving the execution of internal processes associated with compensation planning and priorities. This position will act as a primary consultant to KP National leadership on compensation solutions matters and lead an enterprise-wide community of practice to design and embed consistent, strategic solutions across regions and national functions. Essential Responsibilities: Demonstrates continuous learning and maintains a highly skilled and engaged workforce by aligning resource plans with business objectives; overseeing the recruitment, selection, and development of talent; motivating teams; preparing individuals for growth opportunities and advancement; staying current with industry trends, benchmarks, and best practices; providing guidance when difficult decisions need to be made; and ensuring performance management guidelines and expectations drive business needs. Oversees the operation of multiple units and/or departments by identifying customer and operational needs; analyzing resources, costs, and forecasts and incorporating them into business plans; gaining cross-functional support for business plans and priorities; translating business strategy into actionable business requirements; obtaining and distributing resources; setting standards and measuring progress; removing obstacles that impact performance; guiding performance and developing contingency plans accordingly; and ensuring products and/or services meet customer requirements and expectations while aligning with organizational strategies. Develops strategic direction for the business in support of designated functional HR area by staying abreast of internal and external perspectives, data trends, HR laws and regulations, and best practices; partnering with HR and business leadership to evaluate current and future HR and business requirements, to include business cases, to support strategic goals; aligning and integrating HR and business strategies across business lines and shared services; aligning resources; overseeing the execution of strategic action plans; and monitoring performance against SLAs and other key performance indicators. Oversees the design, development, and execution of HR practices, programs, and initiatives by directing the development and implementation of tools, systems, and programs; ensuring the coordinated and timely execution of activities and ensuring buy-in across HR functions, project teams, and business partners; monitoring and identifying gaps in execution or communication; creating and deploying contingency plans to resolve implementation issues as appropriate; monitoring and measuring performance against plans and business objectives; and modifying design and implementation strategies as appropriate to accommodate continuously changing business demands. Minimum Qualifications: Minimum four (4) years experience in compensation program and strategy design. Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum ten (10) years experience in human resources, business operations, or a field specified in the job posting. Additional equivalent work experience in a directly related field may be substituted for the degree requirement. Minimum five (5) years experience in a leadership role with or without direct reports, including at least 2 years formal supervisory experience. Additional Requirements:

Responsibilities

The Director of Compensation Strategy is responsible for driving enterprise-wide compensation strategies and collaborating with senior leadership to influence the development of KP-wide policies. This role also ensures alignment of compensation with HR initiatives and directs the implementation of strategic talent planning models and resources.