1.0 FTE, 8 Hour Day Shifts
Lucile Packard Children's Hospital Stanford is the heart and soul of Stanford Children’s Health. Nationally ranked and internationally recognized, our 311-bed hospital is devoted entirely to pediatrics and obstetrics. Our six centers of excellence provide comprehensive services and deep expertise in key obstetric and pediatric areas: brain & behavior, cancer, heart, pregnancy & newborn, pulmonary and transplant. We also provide an additional, wide range of services for babies, kids and pregnant moms.
This paragraph summarizes the general nature, level and purpose of the job.
The Sr. Compensation & Workforce Analytics Specialist provides guidance to HR business partners and hospital management in the interpretation and administration of complex compensation programs and policies. Conducts extensive analysis of program features relative to costs, operational effectiveness, market competitiveness, internal equity, local/state/federal requirements and impact and value to the organization and employees. Plans, develops and manages the implementation of major compensation projects and programs such as base pay architecture, variable pay, projects annual salary costs and conducts data analysis for union negotiations. Develops comprehensive workforce planning methods, models and projections. Conducts demand and supply analysis to inform immediate and long-term workforce needs. Identifies, analyzes and presents workforce data and reports to assist in improving organizational short and long term strategic workforce planning efforts.
The essential functions listed are typical examples of work performed by positions in this job classification. They are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks and responsibilities required by positions in this job classification. Specific duties and responsibilities may vary depending on department or program needs without changing the general nature and scope of the job or level of responsibility entailed.
Conducts job audits to determine essential job duties and minimum requirements; evaluates the organizational structure, employee utilization and internal/external benchmark comparators and makes a recommendation as to the appropriate pay range for the position.
Develops written analysis and recommendations for new or changing Director Level and above positions that require additional review/approval for participation in the Annual Incentive Pay Program, etc.
Investigates and resolves a wide range of sensitive and/or complex Compensation issues related to wage and salary administration, pay equity, pay competitiveness, job classifications, FLSA designation, etc. requiring broad compensation expertise.
Leads departmental projects or change management initiatives such as the introduction of new systems or applications, the development or re-engineering of Compensation programs, design of new salary structures.
Plans, develops, communicates, and implements Compensation programs. Consults with all levels of staff management on the administration and interpretation of Compensation programs, policies and procedures, and legal requirements.
Plans and develops special studies for department heads related to pay competitiveness and job classification consistency including development of salary survey strategy for data collection and analysis and auditing of jobs within or across departments.
Writes new job descriptions following audits and/or modifies existing descriptions to reflect changes and provides advice to managers and staff on compensation related changes concerning department reorganizations, employee utilization, classification of employees, and promotions.
Prepares statistical data, reports, and presentations concerning Compensation activities, program results, or in support of other HR functions (e.g. Employee Labor & Relations).
Plans and implementation of annual compensation programs such as the annual merit focal review and Annual Incentive Pay program.
Adheres to local, state and federal regulatory requirements and policies, procedures and Service Standards defined for or by the hospitals
Analyzes external benchmarks for workforce metrics and key performance indicators that are linked to business goals and results.
Work closely with internal HR Systems and Information Technology teams to support employee information system changes/enhancements and to ensure that workforce analytics, reporting and analysis is included in system discussions.
Provide detailed analysis supporting workforce planning deliverables including forecasting, variance reporting, analysis and escalation management, and dashboard reporting
Recommends HR strategies to address potential problem areas or to take advantage of strategic opportunities in concert with organizational priorities.
Assists in the development of strategies, policies and systems to enhance recruitment, career planning, and retention and staff development.
Leads complex custom research and analysis projects related to workforce trends.
- Education: Bachelor’s degree in a work-related field/discipline from an accredited college or university
- Experience: 4 years of progressively responsible and directly related work experience
- Licensure/Certification: None required.
Knowledge, Skills, and Abilities
Knowledge of local, state and federal regulatory requirements related functional area of responsibility and HR such as minimum wage law, FLSA and EEO.
Knowledge of the principles and practices of compensation programs and processes such as market analysis and structure development; job analysis and development, incentive pay programs, etc.
Ability to work effectively with individuals at all levels of the organization
Ability to foster effective relationships and build trust
Ability to be conduct complex analysis and formulate conclusions
Ability to design new programs and lead process improvement projects
Ability to lead others and be a team player
Ability to problem solve and identify solutions
Ability to plan, organize, prioritize, work independently and meet deadlines
Ability to use judgment and make sound decisions
Ability to maintain confidentiality with sensitive information
The physical demands described are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Equal Opportunity Employer