Capital Health is the region's leader in providing progressive, quality patient care with significant investments in our exceptional physicians, nurses and staff, as well as advanced technology. Capital Health is a dynamic health care resource accredited by the DNV that includes two hospitals, an outpatient center, satellite ED, and an expansive network of primary and specialty care. Capital Health Medical Group is made up of more than 600 physicians and other providers who offer primary and specialty care, as well as hospital-based services, to patients throughout the region.

Capital Health recognizes that attracting the best talent is key to our strategy and success as an organization. As a result, we aim for flexibility in structuring competitive compensation offers to ensure we can attract the best candidates.

The listed pay range or pay rate reflects compensation for a full-time equivalent (1.0 FTE) position. Actual compensation may differ depending on assigned hours and position status (e.g., part-time).

Pay Range:

Scheduled Weekly Hours:

Position Overview

SUMMARY (Basic Purpose of the Job)

The Compensation Program Manager supports the compensation planning, development, administration and reporting for Capital Health’s nursing, clinical services and ambulatory diagnostics groups. Assists the Director Total Rewards in the design, development, implementation, and maintenance of Capital Health's compensation programs. Responsible for analyzing market data, participating in compensation surveys, and providing expert support and advice and recommendations to ensure competitive and fair compensation practices. Collaborates with managers, senior leaders, and across Human Resources, to develop and administer effective compensation strategies that attract, develop, and retain employees for the nursing and physician groups. Supports project work and process improvement. Maintains highest level of confidentiality, regulatory compliance, accuracy and data integrity.

MINIMUM REQUIREMENTS

Education:Bachelor's Degree in business, human resources, finance or related field.Experience:Five years' of professional work experience in compensation, preferably in healthcare industry. Experience with implementing compensation functions and programs. Experience with progressive complex analytics. Experience in the design and implementation of contemporary compensation practices.Other Credentials:

Knowledge and Skills:Strong knowledge of compensation principles and practices, with ability to operate with minimal inputs and make sound recommendations. Possesses skills in analyzing and evaluating job content and writing accurate job descriptions. Excellent verbal and written communication skills, and exceptional research, analytical, evaluation, and negotiation skills. Knowledge of FLSA regulations, and related state and federal laws.Special Training:Knowledge of computerized information systems used in human resources applications, Workday preferred. Advanced Excel, PowerPoint and database skills including the development of complex spreadsheets and presentations, and experience preparing, documenting and presenting narrative reports and statistical analyses.Mental, Behavioral and Emotional Abilities:Ability to work independently, prioritize activities, and self-manage focus and time for optimum results. Ability to plan, coordinate, and administer complex administrative systems and processes.Usual Work Day:8 Hours  

Reporting Relationships

Does this position formally supervise employees? No

If set to YES, then this position has the authority (delegated) to hire, terminate, discipline, promote or effectively recommend such to manager.

ESSENTIAL FUNCTIONS

• Provides compensation support and consultation for the high critical areas for Nursing and other healthcare departments.
• Assist the Director Total Rewards in delivering compensation strategies and programs that support our strategic objectives. Also assist in the development of Job Architecture.
• Conducts in-depth analyses and modeling for compensation programs, including annual budgets, competitive assessments of pay trends and impacts, and equity utilization.
• Participates in market-based compensation surveys and evaluates market and economic trends. Responsible for the salary survey submission process and tracks surveys and due dates. Prepares compensation profile, position matches and data compilation. Maintains employee and survey data.
• Collaborate and partner with the HR Business Partners, Talent Acquisition team and HR Service Center and other key business stakeholders to provide recommendations and ensuring compensation deliverables are processed in a timely manner.
• Develops tools (reports, dashboards, etc.) that model, interpret, analyze, and present external and internal data and to be used for decision making.
• Identifies market movement trends, assesses gaps in current programs and processes as needed, and recommends changes. Works in partnership with other Compensation Manager to administer special market adjustments and annual increases accurately on time and within budget. Conducts market analysis for individual employees/groups and develops recommendations for pay adjustments, promotional or developmental increases, and hiring ranges, as needed.
• .Manages compensation programs and projects with a high level of autonomy and innovation.
• Responsible for ongoing creation and maintenance of job profiles, compensation grade profiles, and internal resources utilized by Compensation Center of Excellence (COE) for the purpose of organizing, comparing, and categorizing jobs in reports and analyses. Ensures all roles follow established job architecture, maintaining the integrity of the structure within the Workday system.
• Evaluates jobs based on job descriptions, written to organizational standards, to determine proper slotting into salary structure and grade based on peer comparisons and market data.
• Interprets, communicates, and educates HRBPs and other human resources staff on compensation policies and procedures to ensure smooth ongoing operations and to improve the success of HR and organizational initiatives.
• Conducts regular audits of HRIS data, ensuring data accuracy related to compensation metrics. Assists in audits and reviews to ensure pay compliance.
• Creates and maintains documentation supporting compensation decisions and actions taken.

PHYSICAL DEMANDS AND WORK ENVIRONMENT

Frequent physical demands include: Sitting

Occasional physical demands include: Standing , Walking , Climbing (e.g., stairs or ladders) , Carry objects , Push/Pull , Twisting , Bending , Reaching forward , Reaching overhead , Squat/kneel/crawl , Wrist position deviation , Pinching/fine motor activities , Keyboard use/repetitive motion

Continuous physical demands include: Talk or Hear

Lifting Floor to Waist 15 lbs. Lifting Waist Level and Above 10 lbs.

Sensory Requirements include: Accurate Near Vision, Accurate Far Vision, Color Discrimination, Minimal Depth Perception, Moderate HearingAnticipated Occupational Exposure Risks Include the following: N/A

This position is eligible for the following benefits:

• Medical Plan

• Prescription drug coverage & In-House Employee Pharmacy

• Dental Plan

• Vision Plan

• Flexible Spending Account (FSA)

- Healthcare FSA

- Dependent Care FSA

• Retirement Savings and Investment Plan

• Basic Group Term Life and Accidental Death & Dismemberment (AD&D) Insurance

• Supplemental Group Term Life & Accidental Death & Dismemberment Insurance

• Disability Benefits – Long Term Disability (LTD)

• Disability Benefits – Short Term Disability (STD)

• Employee Assistance Program

• Commuter Transit

• Commuter Parking

• Supplemental Life Insurance

- Voluntary Life Spouse

- Voluntary Life Employee

- Voluntary Life Child

• Voluntary Legal Services

• Voluntary Accident, Critical Illness and Hospital Indemnity Insurance

• Voluntary Identity Theft Insurance

• Voluntary Pet Insurance

• Paid Time-Off Program

The pay range listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining base salary and/or rate, several factors may be considered including, but not limited to location, years of relevant experience, education, credentials, negotiated contracts, budget, market data, and internal equity. Bonus and/or incentive eligibility are determined by role and level. 

The salary applies specifically to the position being advertised and does not include potential bonuses, incentive compensation, differential pay or other forms of compensation, compensation allowance, or benefits health or welfare. Actual total compensation may vary based on factors such as experience, skills, qualifications, and other relevant criteria.