The overall purpose of this job is to support the Total Rewards function with primary focus on compensation for all Immanuel business lines in accordance with Immanuel’s mission. The responsibilities of this job include managing the total compensation function for Immanuel. This includes researching, planning, developing, implementing and administering new, current and revised compensation policies, programs, and procedures to drive alignment with Immanuel’s strategic goals and competitive practices. Responsibilities also include ensuring that Immanuel’s compensation programs are aligned with other HR processes and consistently administered in compliance with company policies and government regulations. Also provides support as needed with Benefits projects.
- Advises and educates management about Immanuel’s compensation philosophy and practices, base pay, bonus and incentive plans, and indirect compensation programs utilizing current internal and external market data
- Identifies opportunities for Rewards to pro-actively assist in aligning strategic priorities and results through innovative or new pay practices, such as, incentives and other reward vehicles.
- Partners with business line owners to identify opportunities for rewards to assist in driving outcomes identified.
- Provides advice to management on pay decisions, policy and guideline interpretation, as well as the job evaluation process.
- Develops and implements creative solutions to specific compensation issues or challenges.
- Designs and delivers a comprehensive compensation and training communication plan for managers and staff.
- Drives the performance development process and support within the HRMS system.
Advice and Counsel
- Works collaboratively with all departments, especially Finance and HRMS to monitor the labor budget and assist management with the annual labor budgeting process, periodic organizational changes and ongoing reconciliation of budget and people.
- Provides advice, data and education to HR team and business leadership on pay decisions, policy and guideline interpretation, job evaluation process, bonus and incentive plans, relationship of performance management to compensation practices and compliance issues
- Review, research, develop and continue to align and maintain the current compensation programs including pay philosophy, sales incentives, job descriptions, base and merit pay, bonus, market matching and grading of new and existing positions, and other reward programs.
- Ensure all compensation elements are planned, approved, and paid to employees accurately, on time and within budget while monitoring internal equity.
- Ensure stakeholders are kept informed during large projects or departmental/job family reviews
- Monitor effectiveness of current programs in terms of DOL, EEOC and FLSA for compliance, fairness, cost efficiencies and trends.
Research and Reporting
- Develops and performs effective techniques for compiling, preparing, and presenting data.
- Participates in, and gathers information from, exempt and non-exempt salary surveys to support Immanuel’s salary/wage ranges, pay practices, and salary budgets and adjustments.
- Keeps apprised of federal, state and local compensation and related laws in order to ensure compliance.
Benefits Program Consulting
- Evaluates and compares existing company benefits with those of other employers by analyzing other plans, surveys and other sources of information to maintain Immanuel’s competitive position in the labor market and ensure uniform benefit package for all company locations.
Recordkeeping and Reporting
- Assures that existing and new compensation and benefit programs are adaptable to standardized computer and reporting systems.
- Records the status of job description, performance management and other projects progress for leadership review.
- Supervises maintenance of all human resources compensation and benefits records.
- Creates communication plan and materials as new programs are introduces to the employees
- Revises and ensures all communication material is timely and accurate.
- Four (4) years of Human Resources experience is required.
- Two to four (2 - 4) years of direct compensation experience is preferred.
- Experience with market pricing, cost modeling, incentive plan development and
- job description development and process preferred
- Benefits and/or HRIS experience preferred
- Equivalent years of education may substitute for experience requirement.
Other Requirements –
- Professional in Human Resources (PHR), Certified Compensation Professional (CCP), Certified Benefit Professional (CBP) or related certifications is desirable
- Experience or knowledge in healthcare or senior living services is a plus
- Microsoft Office a plus, Excel proficiency required
- KSA- Knowledge Skills and Abilities-
- Knowledge of compensation structure, strategy, and application.
- Knowledge of government regulations as they apply to compensation programs.
- Skills in mathematical aptitude and analysis.
- Ability to communicate effectively at any level within the organization either verbally and in writing.
- Ability to present complicated changes and information in front of a group in a positive manner and supportive of Immanuel’s vision and mission.
- Knowledge of compensation practices, legal and regulatory rules, understanding of market survey data, developing ranges and pay practices, policy creation, merit pay program development and monitoring pay programs.
- Exceptional interpersonal and consulting skills in dealing with executive level management.