Compensation Manager - Rush University Medical Center
Chicago, IL
About the Job
Job Description
Location: Chicago, IL
Hospital: RUSH University Medical Center
Department: Total Rewards
Work Type: Full Time (Total FTE between 0.9 and 1.0)
Shift: Shift 1
Work Schedule: 8 Hr (8:00:00 AM - 4:30:00 PM)
Rush offers exceptional rewards and benefits learn more at our Rush benefits page .
Summary:
Reporting to the Director, Compensation, develops and deploys hospital-wide compensation programs and policies. Oversees the successful implementation, administration, process re-engineering, and compliance requirements of various compensation programs including job architecture, job evaluation, salary structure development, annual merit increase, salary surveys/market pricing, special pay programs and alternative reward initiatives. The Compensation Manager oversees and leads the daily functions of all levels of compensation analysts and administrators as well as administers the executive compensation programs for RUSH. With oversight from the Director, Compensation will design and implement compensation programs as well as administer executive compensation in alignment with system goals and objectives. This position will work across several business functions, including HR, Legal and Operations, on strategic and small projects to manage and support multiple, complex business leadership teams directly or through staff. As a subject-matter expert, the Manager, Compensation provides strategic compensation consultancy and implementation of new program and best practices.
Responsibilities:
+ Manages a team of multi-level analysts and administrators to provide compensation support to the organization through design, development, implementation and administration of compensation programs. Ensures appropriate documentation and efficient processing and tracking of pay programs.
+ With oversight from the Director of Compensation, designs, develops and revises compensation programs for the organization. Considers best practices, industry trends and organizational needs to determine new or redesign existing compensation programs. Manages department staff in implementation and administration of organizational pay programs.
+ Tracks effectiveness, market competitiveness and adherence to pay philosophy of organizational pay programs. Works with Director, Compensation on cost analyses and reporting for presentation to senior leaders, the Board and budgeting approvals.
+ Builds meaningful relationships with business leaders and key stakeholders and provides expert consultation and advice to them on strategic and operational compensation matters.
+ Understands and interprets operational processes and develops, recommends, and facilitates implementation of compensation strategies to support business strategies/plans.
+ Keeps abreast of regulations and the regulatory environment and anticipates and operationalizes their implications on compensation programs and practices.
+ Facilitates compensation design efforts to support career paths, business development, and new compensation programs. In support of these efforts, partners with internal communications and Business Partners to lead change management efforts and related communication plans.
+ Understands the operational and staffing challenges of the business unit along with the impact to compensation; influences leaders to deliver options to meet current and future staffing targets. Challenges the prioritizing of initiatives and works to ensure business objectives are supported through compensation initiatives.
+ Analyzes, and reviews annual compensation survey data and participates in the annual review process. Manages, through members of the team, the annual review process, communications and communication plans, and continually seek to modernize and improve the process.
+ Counsels HRBPs, TA team members, and business leaders on many aspects of the Rush's compensation philosophy, market pricing, internal equity, job evaluation, salary structures, and other aspects of compensation to ensure the organization’s ability to effectively recruit and retain top-tier talent.
+ Develops, analyzes, and makes recommendations for compensation programs in support of specific business units within the Company to ensure they are competitive within the market, position, and industry. May meet with senior level executives to present programs, answer questions, and gain approval of compensation programs. Provides ongoing education for front-line leaders and business unit leadership, helping to build compensation acumen across the organization.
+ Leads large-scale special projects and participates on committees, workgroups, and teams on behalf of the department and through staff.
+ Interviews, hires, disciplines and terminates (when necessary) subordinate personnel. Evaluates the performance and productivity of personnel according to the guidelines of RUSH’s performance management system. Ensures department staff are oriented to the departments and hospital, including safety and infection control policies and procedures. Collaborates with personnel responsible for organization-wide education to assure learning needs are identified and addressed. Maintains a positive impact on morale and promotes teamwork.
+ Adheres to all RUSH standards, values, policies and procedures.
Required Job Qualifications:
+ Completion of a Bachelor’s degree in Human Resources or related field.
+ Minimum of 8 years of progressive experience in compensation program development, job evaluation, implementation and on-going administration. Healthcare experience preferred.
+ Demonstrated management and supervisory experience.
+ Excellent communications skills
+ Exceptional analytical and problem-solving skills, with accuracy and attention to detail.
+ Ability to manage multiple responsibilities while prioritizing and meeting deadlines.
+ Advanced working knowledge of Excel and familiarity with HRIS systems. Experience with WorkDay, Payfactors and/or Infor preferred.
+ Customer-service focused and able to interact effectively and professionally with all levels of employees and executives in a team-based environment.
+ High level of agility and sense of urgency in dealing with clients and executives.
+ Ability to maintain strict confidentiality of information.
Competencies Required:
+ The interpersonal and written/verbal communication skills necessary to interact with all levels of hospital personnel, employee candidates, third-party consultants and regulatory agencies.
+ The analytical ability to assess and determine appropriate reward interventions within organizational goals and philosophical framework, then collaborate on budgeting and implementation.
+ The ability and self-assurance to be assertive and innovative when collaborating with leaders and when leading or working within interdisciplinary teams.
+ The leadership skills necessary to delegate appropriately, lead, mentor and direct activity in administration of pay policies and programs.
+ The organizational and decision-making skills necessary to work independently and anticipate, prioritize, follow through, and effectively manage time and resources.
+ Proficient computer skills especially with MS Office suite and HRIS systems.
+ Understanding of economics and outside influences on market forces impacting pay, performance, retention and recruitment.
+ Project planning and organizational skills.
Rush is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.
Position Compensation Manager
Location US:IL:Chicago
Req ID 13297
Location: Chicago, IL
Hospital: RUSH University Medical Center
Department: Total Rewards
Work Type: Full Time (Total FTE between 0.9 and 1.0)
Shift: Shift 1
Work Schedule: 8 Hr (8:00:00 AM - 4:30:00 PM)
Rush offers exceptional rewards and benefits learn more at our Rush benefits page .
Summary:
Reporting to the Director, Compensation, develops and deploys hospital-wide compensation programs and policies. Oversees the successful implementation, administration, process re-engineering, and compliance requirements of various compensation programs including job architecture, job evaluation, salary structure development, annual merit increase, salary surveys/market pricing, special pay programs and alternative reward initiatives. The Compensation Manager oversees and leads the daily functions of all levels of compensation analysts and administrators as well as administers the executive compensation programs for RUSH. With oversight from the Director, Compensation will design and implement compensation programs as well as administer executive compensation in alignment with system goals and objectives. This position will work across several business functions, including HR, Legal and Operations, on strategic and small projects to manage and support multiple, complex business leadership teams directly or through staff. As a subject-matter expert, the Manager, Compensation provides strategic compensation consultancy and implementation of new program and best practices.
Responsibilities:
+ Manages a team of multi-level analysts and administrators to provide compensation support to the organization through design, development, implementation and administration of compensation programs. Ensures appropriate documentation and efficient processing and tracking of pay programs.
+ With oversight from the Director of Compensation, designs, develops and revises compensation programs for the organization. Considers best practices, industry trends and organizational needs to determine new or redesign existing compensation programs. Manages department staff in implementation and administration of organizational pay programs.
+ Tracks effectiveness, market competitiveness and adherence to pay philosophy of organizational pay programs. Works with Director, Compensation on cost analyses and reporting for presentation to senior leaders, the Board and budgeting approvals.
+ Builds meaningful relationships with business leaders and key stakeholders and provides expert consultation and advice to them on strategic and operational compensation matters.
+ Understands and interprets operational processes and develops, recommends, and facilitates implementation of compensation strategies to support business strategies/plans.
+ Keeps abreast of regulations and the regulatory environment and anticipates and operationalizes their implications on compensation programs and practices.
+ Facilitates compensation design efforts to support career paths, business development, and new compensation programs. In support of these efforts, partners with internal communications and Business Partners to lead change management efforts and related communication plans.
+ Understands the operational and staffing challenges of the business unit along with the impact to compensation; influences leaders to deliver options to meet current and future staffing targets. Challenges the prioritizing of initiatives and works to ensure business objectives are supported through compensation initiatives.
+ Analyzes, and reviews annual compensation survey data and participates in the annual review process. Manages, through members of the team, the annual review process, communications and communication plans, and continually seek to modernize and improve the process.
+ Counsels HRBPs, TA team members, and business leaders on many aspects of the Rush's compensation philosophy, market pricing, internal equity, job evaluation, salary structures, and other aspects of compensation to ensure the organization’s ability to effectively recruit and retain top-tier talent.
+ Develops, analyzes, and makes recommendations for compensation programs in support of specific business units within the Company to ensure they are competitive within the market, position, and industry. May meet with senior level executives to present programs, answer questions, and gain approval of compensation programs. Provides ongoing education for front-line leaders and business unit leadership, helping to build compensation acumen across the organization.
+ Leads large-scale special projects and participates on committees, workgroups, and teams on behalf of the department and through staff.
+ Interviews, hires, disciplines and terminates (when necessary) subordinate personnel. Evaluates the performance and productivity of personnel according to the guidelines of RUSH’s performance management system. Ensures department staff are oriented to the departments and hospital, including safety and infection control policies and procedures. Collaborates with personnel responsible for organization-wide education to assure learning needs are identified and addressed. Maintains a positive impact on morale and promotes teamwork.
+ Adheres to all RUSH standards, values, policies and procedures.
Required Job Qualifications:
+ Completion of a Bachelor’s degree in Human Resources or related field.
+ Minimum of 8 years of progressive experience in compensation program development, job evaluation, implementation and on-going administration. Healthcare experience preferred.
+ Demonstrated management and supervisory experience.
+ Excellent communications skills
+ Exceptional analytical and problem-solving skills, with accuracy and attention to detail.
+ Ability to manage multiple responsibilities while prioritizing and meeting deadlines.
+ Advanced working knowledge of Excel and familiarity with HRIS systems. Experience with WorkDay, Payfactors and/or Infor preferred.
+ Customer-service focused and able to interact effectively and professionally with all levels of employees and executives in a team-based environment.
+ High level of agility and sense of urgency in dealing with clients and executives.
+ Ability to maintain strict confidentiality of information.
Competencies Required:
+ The interpersonal and written/verbal communication skills necessary to interact with all levels of hospital personnel, employee candidates, third-party consultants and regulatory agencies.
+ The analytical ability to assess and determine appropriate reward interventions within organizational goals and philosophical framework, then collaborate on budgeting and implementation.
+ The ability and self-assurance to be assertive and innovative when collaborating with leaders and when leading or working within interdisciplinary teams.
+ The leadership skills necessary to delegate appropriately, lead, mentor and direct activity in administration of pay policies and programs.
+ The organizational and decision-making skills necessary to work independently and anticipate, prioritize, follow through, and effectively manage time and resources.
+ Proficient computer skills especially with MS Office suite and HRIS systems.
+ Understanding of economics and outside influences on market forces impacting pay, performance, retention and recruitment.
+ Project planning and organizational skills.
Rush is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.
Position Compensation Manager
Location US:IL:Chicago
Req ID 13297
Source : Rush University Medical Center
