Executive Director Compensation at SonicJobs

Facility: WCO - Wellstar Corporate Office

Job Summary:

The Executive Director Compensation is responsible for the design, execution and management of System-wide compensation programs. This leader, under the direction of the Vice President Total Reward and in partnership with Executive Leadership will partner to create compensation strategies that position WellStar Health System competitively in the marketplace and support achievement of System objectives to attract and retain world-class talent.
This leader will manage the WellStar Health System Compensation function including planning, design, analysis, development, implementation and administration of operational and executive compensation programs. This individual oversees the programs, procedures and systems to support these functions to include utilization of advanced market pricing tools and purchase surveys and services from third-party vendors. This individual provides leadership to a team of analysts in a consultative model of support. The Executive Director ensures compliance with federal and state regulations as well as system policies and procedures. While this position does not manage provider compensation, this individual it will assist with the compensation process as necessary.
This leader provide counsel to senior leaders on pay decisions, compensation practices, and policy and guidelines interpretation. This individual guides the decision-making process and final outcome by providing detailed analysis/models, innovative recommendations, and expert advice to management and HR executives.
This Executive Director brings expert knowledge of compensation programs design, competitive market analysis and modern perspective to WellStar. This individual will guide and administer the compensation program that reaches over 20,000 employees across 11 hospital locations, 8 urgent care centers and over 200 medical practices.

Core Responsibilities and Essential Functions:

Job Analysis/Evaluation:
- a.Counsel senior leaders on pay decisions, compensation practices, and policy and guidelines interpretation.
- b.Guide the decision-making process and outcome by providing detailed analysis/models, innovative recommendations, and expert advice to management and HR executives.
- c.Establish and maintain equitable pay structures.
- d.Evaluate new job classification based on job descriptions and approves salary grade assignments
- e.Ensures requests for upgrades, title changes, etc. are addressed in a timely and equitable manner. Base Compensation Program Design and Administration:
- a.Oversee annual implementation and administration of compensation programs and systems including:
- Merit
- Market and equity analysis
- Recommendations and adjustments
- b.Manages staff in conducting and analyzing salary surveys to determine placement of job classification into salary scales to include scales adjustment as needed
- c.Participates in annual budgeting process for salary recommendations.
- d.Implements and communicates classification adjustments as authorized by administration.
- e.Recommends pay policies and special compensation programs to attract, retain, and motivate staff.
- f.Establishes annual merit pools and guidelines to reward employee performance.
- g.Completes periodic and annual management reports and provides compensation information administration as requested.
- h.Manages maintenance of merit records, conducting audits and communication. Executive Compensation Program
- a.Partner with the Board of Trustees Compensation Committee and independent consultant regarding executive compensation plans and programs requiring Compensation Committee review and approval.
- b.Provide materials and support for presentation to the Compensation Committee of the Board of Trustees
- c.Partners with Third-Party Consultant and Talent Acquisition leaders and Executive Vice Presidents with total compensation offers incoming executives. Regulatory compliance:
- a.Advises, recommends and interprets federal and state laws to ensure WellStar Health System complies to avoid unfair labor practices, charges of discrimination and violations of wage and hour regulations.
- b.Stays abreast of federal and state laws to ensure compliance.
- c.May be called to educate department managers and other members of WellStar Health System about regulatory issues affecting employment, compensation, payment of wages, etc.
- d.May be called upon to investigate employee complaints and/or department managers request regarding regulatory issues.
- e.In collaboration with Legal, Accounting, Tax, Internal Audit and third-party administrators, ensure accurate reporting, budgeting and compliance with all applicable laws and regulations regarding compensation and related issues Metrics and Reporting:
- a.Partners with analysts and performance management team to gather and report HR-related metrics pertaining to system goals and incentive plans.
- b.Participates in external market salary surveys as approved and supported by executive leadership.
- c.Supports preparation of annual board reports.
- d.Supports preparation for Board of Trustees Compensation Committee meetings. Incentive Plan Management:
- a.Design and manages the administration of incentive plans.
- b.Calculates and communicates incentive payments.
- c.Ensures timely payment.

Required Minimum Education:
Bachelor's Degree in business administration, Human Resources, Finance, Required or related degree Required and Master's Degree Preferred


Required Minimum Experience:
Minimum 5 years of compensation planning and development. Required and
Minimum 3 years management experience Required and
Experience in design and implementation of executive compensation models and support of key executive leadership in compensation program design. Required and
Experience in healthcare setting Preferred

Required Minimum Skills:
Must have a working knowledge of state and federal labor laws.
Ability to communicate on all levels, listen effectively and gain the confidence of others.
Market analysis, cost modeling, presentation skills.

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