Location: Chicago, IL
Reporting to the Compensation
Manager performs a variety of compensation functions including development, maintenance and administration of the company's
various compensation programs.
- Conducts, participates in, and analyzes
organization-wide and discipline and industry specific market salary surveys on compensation practices. Researches required
and special requests for compensation data. Interprets data points and interpolates various data sources to aggregate to company's
target market for comparison. Creates spreadsheet analysis and summary reports to be used in reviewing and recommending compensation
initiatives or job re-evaluations for department Directors. Conducts internal employee data and compensation analysis to recommend
deviations from salary administration policies, determine market pay ranges, or special salary adjustments.
and revises job descriptions and Key Results Areas (KRA's) in conjunction with department Directors. Consults with Directors
on detailed job content and ensures minimum skills and knowledge are appropriately determined to recruit qualified applicants
and set performance standards that meet hospital needs/standards and Joint Commission requirements. Evaluates job descriptions
to determine salary structure and grade assignment based on relevant market survey data, internal job equity analysis, recruitment
and retention initiatives, and alignment of the job with the organizations targeted market placement.
- Functions as
a consultant to the organization on compensation and special pay program issues or requests. Meets with department management
to analyze issues, conduct ad-hoc compensation surveys and analysis, consider solutions, approve special payments, and/or
develop special pay programs that maintain fairness/equity and meet the organization's needs. Documents special pay program
criteria, guidelines, and payment administration processes that comply with audit and control requirements. Contributes to
the development of compensation policies and procedures through research, analysis and process development. Participates in
and/or leads special projects as requested. Maintains current knowledge of laws and regulations that may impact the Hospital's
- Conducts extensive analysis of company's primary and secondary market survey sources for
development of the organization wide review and recommendation for adjustment of company's multiple staff and Director
level salary structures. Researches outliers with survey vendors, compiles data spreadsheets by structure for developing different
data aging and target market comparisons. Analyzes salary structure specific and individual level jobs for changes in market
salary range, average pay, differential, registry rate movement and the hospitals overall annual merit increase budget. Recommends
and costs all appropriate compensation structure and program adjustments based on company's unique recruitment and retention
needs and to retain the hospital's competitive position in the marketplace.
- Oversees updating, testing and implementing
the compensation related HRIS programs and processes required to ensure that all changes to company salary structures, grades,
employee minimum base rate and market adjustments are successfully updated. Coordinates programming changes, testing and reporting
requirements with the HRIS Manager. Develops and oversees the implementation schedule and communication plan for the annual
compensation structure changes with HRIS, Employment, Payroll and department heads.
- In conjunction with the Vice
President, determines appropriate market survey data sources to develop the annual analysis of company's Senior Leadership
total compensation program. Collaborates with survey vendors and company's compensation consultant to analyze and prepare
various sorts for data for review by the Board.
Degree in a related field or equivalent Human Resources Compensation experience.
- Minimum of (3) three years
of progressively responsible human resource compensation experience in salary survey analysis and job description
development and evaluation required.
- Advanced knowledge of and experience with using excel spreadsheets,
including creating complex formulas across multiple data scenarios required.
- Familiarity with HRIS
systems data gathering, manipulation, and reporting functions.
- CCP Certification strongly preferred.
analytical skills necessary to design and evaluate jobs and to analyze, identify, and create solutions to compensation
and pay practices problems.
- The written and verbal communication skills necessary to consult with and advise
all levels of hospital management in the development and documentation of thorough job descriptions and performance
- The organizational skills necessary to independently manage projects and numerous market and
structure adjustment processes with HRIS and IT resources, and compensation consultants.
experience would be an asset
If you are interested and qualified, please
send a "Word" copy of your resume/CV and salary requirements to the address below. When applying, please indicate
the job and the location in the subject line of your e-mail.
Jericho HR Group