Compensation Specialist

Capital Health is the region's leader in providing progressive, quality patient care with significant investments in our exceptional physicians, nurses and staff, as well as advance technology. Capital Health is a five-time Magnet-Recognized health system for nursing excellence and is comprised of 2 hospitals. Capital Health Medical Group is made up of more than 250 physicians and other providers who offer primary and specialty care, as well as hospital-based services, to patients throughout the region.

Capital Health recognizes that attracting the best talent is key to our strategy and success as an organization.  As a result, we aim for flexibility in structuring competitive compensation offers to ensure we can attract the best candidates.

The listed minimum pay reflects compensation for a full-time equivalent (1.0 FTE) position. Actual compensation may differ depending on assigned hours and position status (e.g., part-time).

Minimum Pay:

$78,769.60

Position Overview

MINIMUM REQUIREMENTS

Education:Bachelor's degree.

Experience:Three years related experience, including emphasis on spreadsheet creation, management, and analysis.

Other Credentials:

Knowledge and Skills:Strong analytical and research skills. Excellent interpersonal, verbal, and written communications skills. Ability to manage and maintain large sets of highly sensitive and confidential information. Project and time management skills.

Special Training:Intermediate computer skills with an emphasis on human resources information systems.

Mental, Behavioral and Emotional Abilities:Ability to work under minimal supervision. Ability to manage multiple tasks, operate within tight deadlines, and escalate issues as necessary.

Usual Work Day:8 Hours

 

ESSENTIAL FUNCTIONS

• Consults with Compensation Manager, HRBPs, and Talent Acquisition on compensation concerns and issues as well as recommendations on promotions, transfers, and off-cycle market adjustments.
• Recommends and administers guidelines and procedures associated with the compensation effects of employment actions such as hire, promotions, demotions, and job changes, as evidenced by documented procedures and consistency of administration.
• Responsible for ongoing creation and maintenance of job profiles, compensation grade profiles, and internal resources utilized by Compensation Center of Excellence (COE) for the purpose of organizing, comparing, and categorizing jobs in reports and analyses as evidenced by documented procedures and conventions for titling and coding.
• Evaluates jobs based on job descriptions, written to organizational standards, to determine proper slotting into salary structure and grade based on peer comparisons and market data.
• Participates in market-based compensation surveys and evaluates market and economic trends. Compiles and analyzes salary survey data to produce meaningful insights to be used by the Total Rewards COE team. Develops tools (reports, dashboards, etc.) that model, interpret, analyze, and present external data.
• Identifies market movement trends, assesses gaps in current programs and processes as needed, and recommends changes to management.
• Conducts regular audits of HRIS data, ensuring data accuracy related to compensation metrics.
• Works with Compensation Manager to administer special market adjustments and annual increases accurately on time and within budget.
• Interprets, communicates, and educates HRBPs and other human resources staff on compensation policies and procedures to ensure smooth ongoing operations and to improve the success of HR and organizational initiatives.
• Prioritizes compensation-related issues successfully to ensure consistent client satisfaction as measured by HRBP feedback.
• Applies professional and technical knowledge, skills, expertise, and judgment to achieve client satisfaction and ensure compliance with federal and state laws and DNV standards as evidenced by specific outcomes.
• Creates and maintains documentation supporting compensation decisions and actions taken.
• Provide support to the COE and HR leadership team with other administrative matters as needed.
• Performs other duties as assigned.

PHYSICAL DEMANDS AND WORK ENVIRONMENT

• Frequent physical demands include: Sitting
• Occasional physical demands include: Standing , Walking , Climbing (e.g., stairs or ladders) , Carry objects , Push/Pull , Twisting , Bending , Reaching forward , Reaching overhead , Squat/kneel/crawl , Wrist position deviation , Pinching/fine motor activities , Keyboard use/repetitive motion
• Continuous physical demands include: Talk or Hear
• Lifting Floor to Waist 15 lbs. Lifting Waist Level and Above 10 lbs.
• Sensory Requirements include: Accurate Near Vision, Accurate Far Vision, Color Discrimination, Minimal Depth Perception, Moderate Hearing
• Anticipated Occupational Exposure Risks Include the following: N/A

Offers are contingent upon successful completion of our onboarding process and pre-employment physical.  Capital Health will require all applicants to have an annual flu vaccine prior to start date, with the exception of individuals with medical and religious exemptions.

"Company will never ask candidates for social security numbers or date of birth during application phase. If you are asked for this information online, you may be a target for identity theft."

For benefit eligible roles, in addition to cash compensation, we provide a comprehensive and highly competitive benefits package, with a variety of physical health, retirement and savings, caregiving, emotional wellbeing, transportation, robust PTO plan, overtime to eligible roles, and other benefits, including "elective" benefits employees may select to best fit the needs and personal situations of our diverse workforce.

The pay rate listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining base salary and/or rate, several factors may be considered including, but not limited to location, years of relevant experience, education, credentials, negotiated contracts, budget, market data, and internal equity.  Bonus and/or incentive eligibility are determined by role and level.

The salary applies specifically to the position being advertised and does not include potential bonuses, incentive compensation, differential pay or other forms of compensation, compensation allowance, or benefits health or welfare.  Actual total compensation may vary based on factors such as experience, skills, qualifications, and other relevant criteria.