We are more than a health system. We are a belief system. We believe wellness and sickness are both part of a lifelong partnership, and that everyone could use an expert guide. We work hard, care deeply and reach further to help people uncover their own power to be healthy. We inspire hope. We learn, grow, and achieve more – in our careers and in our communities.

Job Description Summary:

Responsibilities And Duties:

Minimum Qualifications:

Additional Job Description:

RESPONSIBILITIES AND DUTIES

• Design and govern enterprise compensation programs (structures, premium strategies, incentives).

• Lead enterprise-wide initiatives (job architecture, pay transparency, equity analytics, governance).

• Consult with executives and senior leaders; provide thought leadership and external trend insights.

• Establish methodologies and standards for market pricing, surveys, and salary structure maintenance.

• Oversee communication strategies and change management for compensation programs.

• Job architecture development and implementation

• Job evaluation and leveling

• Market pricing and benchmarking

• Large, complex compensation project planning and implementation

• Internal advising and consulting on compensation decisions to support the business

• Influencing leaders without direct authority

• Translating complex compensation concepts into understandable language

As a High Reliability Organization (HRO), responsibilities require focus on safety, quality and efficiency in performing job duties.  

The job profile provides an overview of responsibilities and duties and is not intended to be an exhaustive list and is subject to change at any time

MINIMUM QUALIFICATIONS

• Bachelor’s degree required (or equivalent experience in lieu of degree)

• 8+ years of compensation experience with demonstrated SME depth.

• Expertise with Workday Compensation and market pricing platforms; advanced modeling skills.

• CCP or equivalent advanced credential strongly preferred.

SKILLS & COMPETENCIES

• Enterprise influence and executive presence.

• Program design, governance, and risk management.

• Forecasting, scenario modeling, and financial acumen.

• Policy authorship and communication strategy.

DECISION RIGHTS AND SCOPE (Level Differentiators)

• Architect-level decision rights; designs methodologies and sets enterprise standards.

• Consultation scope includes executives and governance bodies.

• Analytical scope spans enterprise forecasting and long-range planning.

SUCCESS METRICS AND KPI'S

• Market competitiveness and equity outcomes across the enterprise.

• Program ROI and budget adherence.

• Leader/associate understanding (communication effectiveness).

PHYSICAL DEMANDS AND WORK ENVIRONMENT

While performing the duties of this job, the employee is regularly required to use hands to finger, handle, or feel and talk or hear.  The employee frequently is required to sit.  The employee is occasionally required to stand, walk, and reach with hands and arms.  The employee must occasionally lift and/or move up to 25 pounds.  Specific vision abilities required by this job include close vision, distance vision, color vision, depth perception, and ability to adjust focus.

The noise level in the work environment is usually quiet.

 
OSHA BLOOD BORN PATHOGENS EXPOSURE
No Exposure

Work Shift:

Scheduled Weekly Hours :

Department

Join us!
... if your passion is to work in a caring environment
... if you believe that learning is a life-long process
... if you strive for excellence and want to be among the best in the healthcare industry

Equal Employment Opportunity

OhioHealth is an equal opportunity employer and fully supports and maintains compliance with all state, federal, and local regulations. OhioHealth does not discriminate against associates or applicants because of race, color, genetic information, religion, sex, sexual orientation, gender identity or expression, age, ancestry, national origin, veteran status, military status, pregnancy, disability, marital status, familial status, or other characteristics protected by law. Equal employment is extended to all person in all aspects of the associate-employer relationship including recruitment, hiring, training, promotion, transfer, compensation, discipline, reduction in staff, termination, assignment of benefits, and any other term or condition of employment