Job Facility: University of Maryland Medical System
Employment Type: Full Time
What You Will Do:
Our HR: Total Rewards department is seeking a Compensation Consultant or a Compensation Analyst to join the team. This position is open due to organizational growth.
Assist in the design, development, execution and communication of the organization’s total reward programs, tools and processes. Partner with Human Resources Advisory staff on compensation related matters, policies, practices and/or procedures to provide guidance and counsel to organization’s leaders. Partner with Talent Acquisition on compensation hiring practices and protocols. Conducts internal equity reviews, measures external competitiveness and ensures compliance with all legal and regulatory requirements.
Principal Responsibilities and Tasks The following statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all job duties performed by personnel so classified.
Work closely with Director Compensation in the management of compensation programs, including annual compensation review and incentive/bonus plan administration. Participates in compensation analysis, benchmarking of roles and job evaluation and description creation. Reviews results of salary surveys, evaluates market and economic trends, compiles, analyzes and interprets data to recommend salary ranges, adjustments and hiring rates for salary structures and individual rates.
Works with Talent Acquisition and department management to set hiring salaries to maintain market competitiveness as well as internal equity.
Participates in annual merit review and market adjustment review and analysis. Coordinates activities, as needed, with HR Technology and HR Operations.
Under the guidance of the Director Compensation, administers premium pay, bonus and incentive programs and ensures that appropriate documentation is maintained and all procedures are followed. Provides input for any modifications or changes in incentive programs.
Understands annual budgeting process and performs analysis of monthly performance reports and biweekly payroll to assist management in monitoring these expenses.
Provides technical input to compensation communications and directly assists in communicating new/revised programs and initiatives when needed.
Manages assigned compensation projects, including writing of proposals/recommendations, implementation and maintenance of cost effective and legally compliant compensation programs and practices. Execute compensation reviews using all appropriate tools, techniques, templates, policies and procedures.
Investigates requests for the study of existing, new or modified jobs throughout the Medical System. Reviews and evaluates requests for position reclassifications. Establishes new positions and reclassifies incumbent employees in accordance with UMMS Human Resources compensations policies and procedures.
Works closely with H.R. Business Advisory partners and department management involved in restructuring and reorganization offering technical guidance and expertise and assuring appropriateness of new/revised job classifications, job hierarchy and related issues. Suggests combinations of job functions and qualifications to develop career ladders and logical progression of jobs within the various job families.
Uses quantitative, market-based, qualitative or other job evaluation systems to evaluate jobs.
Serves as total rewards subject matter expert for system implementations that impact compensation programs.
Assist HR Operations-Service Center as needed to explain compensation policy, practices and systems to supervisors, managers, department heads and administrators.
Reviews exceptions to policy in hiring rates, special adjustments, merit or promotional increases and recommends appropriateness of such exceptions in relation to policy, practice and legal requirements to the Director Compensation for review and/or final decision.
Plans and implements a system of feedback and evaluation regarding the effectiveness of compensation as perceived by system customers.
Investigates salary administration problems/concerns such as, internal equity issues and job classification changes; reviews special salary adjustments such as bonuses, shift differentials, on-call pay or special pay plans for appropriateness, equity and market competitiveness.
Coordinates efforts and activities with HR Technology, HR Operations, Payroll, Budget and other relevant departments to implement system adjustments, salary structures and resolve individual payroll questions and various other issues as needed.
What You Need to Be Successful:
Education/Experience, Knowledge & Abilities For Compensation Analyst:
A Bachelors Degree in Business Administration/Human Resources or equivalent field is required.
Two (2) years Human Resources experience required.
Knowledge of Compensation principles and practices required.
Proficient knowledge of computer equipment and various software packages (i.e., Microsoft Office to include Word, PowerPoint, Excel) is required.
Must possess strong organizational skills with the ability to coordinate several projects simultaneously.
Highly effective verbal, interpersonal and written communication skills are necessary to work with supervisory, management, medical and nursing staff, various hospital personnel and the community.
For Compensation Consultant:
Bachelor’s degree in Business Administration, Human Resources/Personnel Administration, Psychology or a related area of study is required.
Six (6) years professional Human Resources, compensation-related experience, including job analysis and salary review and administration, or equivalent, is required. Healthcare experience preferred.
Demonstrated knowledge of compensation/salary administration principles and practices and compensation issues related to base salary design, bonus/incentive pay, job evaluation, federal and state regulations impacting total rewards including FLSA and wage and hour laws, EEOC/ADA regulations and record maintenance/reporting requirements.
Knowledge of compensation analytic methods, trends and reward theory required, especially as they relate to healthcare.
Strong analytical and organizational skills and demonstrated business acumen required.
PC skills in word processing and spreadsheet software and use of HRIS (Lawson preferred) are required.
Highly effective verbal, interpersonal and written communication skills are necessary to work with supervisory, management, medical, nursing, administrative staff, various hospital personnel and the community.