Director Compensation

Highmark Health

This job serves as a subject matter expert in the design, implementation, administration, and communication of a variety of complex compensation and recognition programs and projects. Formulates, simplifies, automates, and scales pay procedures and practices across a large, complex organization. Supports work prioritization and flow, assesses team capacity, and leads, directs, evaluates, and develops a team of professionals. Consults with and advises senior and executive management, staff, hiring managers, field HR staff, and other internal and external clients regarding compensation solutions and tactical approaches. With guidance from Labor Relations, oversees compensation component of adherence to collective bargaining agreements and provides economic modeling in support of contract negotiations. Provides interpretive guidance on various professional issues and statutory requirements (e.g. FLSA). Formulates recommendations and provides applicable business analytics to assist in the development and implementation of system-wide rewards strategies.

Essential Responsibilities

• Perform management responsibilities to include, but not limited to : involved in hiring and termination decisions, coaching and development, rewards and recognition, performance management and staff productivity. Plan, organize, staff, and manage the day-to-day operations of the team; develop and implement policies and programs as necessary; manage to assigned budgets.
• Lead others in the scoping, development, and execution of compensation process and program improvement projects.
• Lead partnerships with internal departments to break down silos, create efficiencies, leverage technologies, and ensure Compensation Managers, Consultants, Analysts, and Specialists are able to do their best work.
• Design and operationalize broad base compensation programs at the job, job family, CBA, and organizational level.
• Collaborate with other HR areas by recommending compensation policy or program improvements to ensure alignment with business objectives.
• Provide strategic guidance and operational direction to Compensation team members, HR partners, and business leaders in the understanding, interpretation, and application of the organization's compensation programs and compensation issues such as pay decisions, incentive programs, and internal / external benchmarking.
• Guide and deliver the analysis and evaluation of external market data and internal data relative to the current and projected employee population as necessary to perform cost impact analyses, and to develop salary budgets and forecasts.
• Lead adherence to compensation components of collective bargaining agreements in conjunction with Labor Relations. Develop or oversee the development of economic models and budget projections in support of contract negotiations.
• Seek opportunities for improvement, automation, and scaling programs to achieve the organization's compensation strategy, meet current and future business needs.
• Collaborate with internal and external stakeholders to develop and deliver effective communications on a variety of complex or unique compensation programs, projects, or initiatives.
• Other duties as assigned or requested.

Education

Required

Substitutions

Preferred

Experience

Required

Preferred

Licenses or Certifications

Required

Preferred

Skills

Language (Other than English) : None

Travel Requirement : 0% - 25%

Physical, Mental Demands and Working Conditions

Position Type Office-based

Physical work site required Yes

Disclaimer : The job description has been designed to indicate the general nature and essential duties and responsibilities of work performed by employees within this job title. It may not contain a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to do this job. Compliance Requirement : This job adheres to the ethical and legal standards and behavioral expectations as set forth in the code of business conduct and company policies.

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