Compensation Consultant

Compensation Consultant

Acts as the Compensation Consultant to various functions, clinical departments, and service lines. Primary responsibilities include development and ongoing administration, design, analysis, and implementation of various compensation programs across the system. This includes the annual market analysis, position and career path design, internal equity review, complex costing scenarios and consulting management and senior leaders.

I. Major Responsibilities:

• Lead cyclical compensation work for the assigned business areas including market benchmarking reviews, compensation planning, job design, and consistently looking to innovate and improve pay practices, operations and anything that helps attract and retain talent.
• Advise and educate, leaders, Human Resource Business Partners and Talent Acquisition Partners in-cycle and out-of-cycle about our compensation programs and philosophy balancing all levers in compensation including base pay, variable/incentive pay.
• Leverage analytics to stay on top of internal trends, relevant pay legislation and competitive market intelligence, anticipating and navigating the potential impact to our pay philosophy, benchmarks and practices.
• Works with managers to conduct job analysis, market analysis, pay reviews and develop compensation recommendations and costing.
• Develops and fosters trusting relationships with all levels of management for assigned business areas to gain support for initiatives and achieve results. Meets periodically to review market analysis reports. Assists in the development of reports and scorecards that will be meaningful and actionable to the department and service line leaders and managers.
• Handle issues with typically large scope, higher levels of complexity, sensitivity and/or visibility with the organization. Encourage others to take a strategic approach to solving compensation issues as opposed to simply responding to the current situation. Serve as a resource to explain compensation policy and systems. Provide training on compensation related programs.
• Assist and provide analysis to determine feasibility for union negotiations. Collaborates with members of the finance department to ensure the validity of models used to cost-out proposals. May participate in union-management contract negotiations.
• Work collaboratively with Human Resources and operations leaders on projects. May be asked to lead team or represent Compensation on system wide initiatives. Serve on committees as necessary as the compensation subject matter expert.
• Work in collaboration with leadership to develop and implement uniform compensation practices (such as policies, procedures and guidelines). Analyze salary survey results to ensure current pay practices are cost effective and market competitive. Evaluate market and economic trends.
• Conduct the job evaluation process, consult with Human Resource Business Partners and managers who are creating or revising positions to develop job descriptions that meet internal standards and that reflect actual essential functions and minimum requirements. Review job descriptions for content. May request revisions to clarify or enhance the quality and consistency.
• Research market data and selects appropriate benchmarks. Analyze the position completely to determine its relationship to other positions within the organization to ensure internal equity. Prepare cost analysis and pay grade recommendations. Maintain reports and summaries of results.
• Coordinate with HRIS and Talent Acquisition Partners to ensure consistent administration of pay practices. Participate in audits to ensure adherence to compensation programs, policies, guidelines, and regulatory requirements. Perform employee equity review and analysis as needed if concern of inequity is present.

II. Position Qualifications:

License/Certification/Education: Required: 1. Bachelor's degree in Human Resources, Finance, Business Administration, or related field.

Preferred: 1. Certified Compensation Professional and/or SHRM/SPHR certification designation. 2. Master's degree in Human Resources, Business, or Organizational Management.

Experience/Skills: Required: 1. Minimum five years of increasingly complex compensation experience including data collection and analysis, working knowledge of compensation systems, job evaluation methodology, and principals of wage/salary administration. 2. Exceptional communication skills, both written and verbal and interpersonal and presentation skills. 3. Demonstrated experience interpreting and applying wage & hour laws, and FLSA classifications 4. Highly proficient in Excel and all Microsoft Office programs. 5. Demonstrated ability to lead and manage complex projects.

Preferred: 1. Previous experience in healthcare industry 2. Experience in a unionized environment strongly preferred

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.

We're striving to make respect a part of everything we do at UMass Memorial Health for our patients, our community and each other. Our six Standards of Respect are: Acknowledge, Listen, Communicate, Be Responsive, Be a Team Player and Be Kind. If you share these Standards of Respect, we hope you will join our team and help us make respect our standard for everyone, every day.

As an equal opportunity and affirmative action employer, UMass Memorial Health recognizes the power of a diverse community and encourages applications from individuals with varied experiences, perspectives and backgrounds. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, gender identity and expression, protected veteran status or other status protected by law.