Compensation Consultant, HR​/Recruitment

Description

Become part of an inclusive organization with over 40,000 teammates, whose mission is to improve the health and well-being of the unique communities we serve.

The HCS Compensation Consultant is responsible for the accurate and timely administration of system-wide compensation plans and structures, classification of jobs, audits, and salary surveys. While adhering to UNC Health’s compensation philosophy and pay practices, this role plans develops and presents creative compensation alternatives. As the subject matter expert for HR partners and leaders, the Compensation Consultant advises and provides educational services to HR, management, and staff throughout the organization.

The compensation consultant assists in the implementation of system-wide compensation initiatives.

• Compensation Administration:
  Provides day-to-day compensation analysis for the health system. Participates in the planning and developing new compensation programs that align with UNC Health Care's strategic goals and objectives. Consults with HR colleagues and management on issues and questions relating to compensation, ensuring that all compensation programs and initiatives are cost‑effective and within budget constraints. Advises management on compensation policies and best practices.
  
  Provides market analysis, maintains salary structures, and evaluates all jobs.
• Job Analysis:
  Evaluates jobs through competitive market analysis and job evaluation programs. Analyzes market data utilizing third‑party surveys and internal comparative data to determine appropriate job classifications. Responsible for job description maintenance, FLSA determination, market pricing, and all compensation‑related questions. Ensures compensation programs are consistently applied, and jobs remain aligned with current market standards. Participates in ongoing third‑party surveys in a timely fashion and reviews survey results to identify the organization’s competitive standing.
• Consulting and
  
  Collaboration:
  
  Works with HR Executives, HR Business Partners, and leadership to deliver compensation solutions. Collaborates with Recruiting to review promotions and employment offers and formulates salary recommendations as needed. Consults with leaders on compensation concerns and provides equitable, consistent, cost‑effective, and creative guidance and recommendations. Collaborates with colleagues to provide support and recommendations, ensuring that all compensation matters are handled consistently across the System.
• Compensation Programs:
  Participates in implementing system-wide compensation programs, including but not limited to benchmarking, annual pay increases, and incentive programs. Researches pay concerns and develops strategic recommendations for pay adjustments or other compensation‑related solutions. Identifies potential internal or organizational equity issues. Composes proposals, survey‑result summaries, and supporting data in an accurate, neat, comprehensive format for review by HR leaders and entity managers.
  
  Develops timeline and guideline criteria necessary for the timely planning and implementation of compensation programs and projects as assigned.
• Project Management:
  Responsible for ad‑hoc program and project assignments, working independently or collaboratively as appropriate to accomplish the assigned compensation analysis. Identifies compensation‑related issues and assists in developing strategies to address them proactively.
• Data Analysis:
  Utilizes Microsoft Excel and other tools to provide reports and presentations for HR and System leaders. Analyzes data to understand compensation concerns better and uses this data to provide options and recommendations to leaders.

• Education Requirements:
  
  Bachelor’s degree in business administration, or relevant field required.
• Licensure/Certification Requirements:
  None required.
• Professional Experience Requirements:
  Requires 3+ years of relevant compensation analyst and/or consultant experience.
• Knowledge, Skills, and Abilities:
  In‑depth understanding of compensation principles, including salary structures, incentive programs, and regulatory compliance (e.g.,…