Sr. Partner

Senior Compensation Partners conduct a variety of organizational compensation services, including market analysis, equity studies, and job evaluations. They build relationships with partners within HR and across Bon Secours Mercy Health (BSMH), providing thoughtful, responsive support on a variety of compensation matters. They provide support for cyclical compensation activities such as the annual rewards cycle process, annual market review and pay equity analysis.

They serve as system experts in Workday and our compensation survey management tool, Payfactors.

• Partner closely with Compensation Consultants, providing strong analytical support to the organization through market analysis, equity studies and job evaluations. Analysis may include determination of fiscal impact, development of recommendations, and indication of risk associated with changes. Present recommendations to business leaders under the general guidance of Compensation leadership and/or Compensation Consultants.
• Grow and manage relationships with BSMH leaders, building an understanding of business operations and business needs to provide innovative solutions for compensation-related matters.
• Lead and/or support compensation services, including annual reward cycle execution, organizational design, and new compensation program implementations. In support of Executive Compensation, this may include short- and long-term incentive and SERP evaluation and administration, including accruals and vendor management.
• Participate on cross functional project teams in the design, recommendation, and implementation of new or existing pay practices to ensure market competitiveness, internal equity, and consistency. Lead small to mid-size projects and collaborate with Compensation leadership and Consultants to support large projects.
• Assist in developing, updating, and maintaining compensation policy and procedure documentation, including documentation of all incentive, premium, and special pay programs.
• Interpret compensation policies, procedures, collective bargaining agreements and related labor laws and regulations under the general guidance of the Compensation Director. Provide counsel on compensation-related practices, laws and regulations.
• Prepare a variety of Human Resources reports and audits, as requested, using an Access Database, Excel, or the HRIS system.
• Work collaboratively within the Compensation team to proactively identify and recommend process improvements, as well as communicate compensation activity and/or best practices, to assure consistency and quality of compensation programs within BSMH.

This document is not an exhaustive list of all responsibilities, skills, duties, requirements, or working conditions associated with the job. Employees may be required to perform other job-related duties as required by their supervisor, subject to reasonable accommodation.

Required Minimum Education:

4 Year/ Bachelor’s Degree or equivalent experience - Business, Human Resources, Accounting/ Finance or other related field.

Graduate Degree/ Master’s (Preferred Education).

Certified Compensation Professional (CCP) - Preferred.

3+ years of experience in compensation theory and practice, job evaluation methodologies, FLSA, and regulations related to Compensation. Previous experience using a personal computer and various software packages (e.g. Access, Excel, Word, PowerPoint, etc.) is required.

• 1+ year healthcare experience.
• Workday experience.
• Job pricing tool (Payfactors, Market Pay, etc.) experience.
• 1+ years of experience in compensation theory and practice, job evaluation methodologies, FLSA, and regulations related to Compensation.

• Competitive pay, incentives, referral bonuses and 403(b) with employer contributions (when eligible).
• Medical, dental, vision, prescription coverage, HSA/FSA options, life insurance, mental health resources and discounts.
• Paid time off, parental and FMLA leave, short- and long-term disability, backup care for children and elders.
• Tuition assistance, professional development and continuing education support.

Benefits may vary based on the market and employment status.

All applicants will receive consideration for employment without regard to race, color, national origin, religion, sex, sexual orientation, gender identity, age, genetic information, or protected veteran status, and will not be discriminated against on the basis of disability. If you'd like to view a copy of the affirmative action plan or policy statement, please email  If you are an individual with a disability and would like to request a reasonable accommodation as part of the employment selection process, please contact The Talent Acquisition Team at