Director, Talent Manager, HR​/Recruitment

Overview

The Compensation Manager designs, implements, and oversees an organization's compensation programs to attract, retain, and motivate employees, ensuring competitive and compliant pay structures.

Manages the daily operations of the employee compensation programs. Develops and oversees policies and processes for internal pay equity, salary structure management, annual increases, and other premium or special pay programs.

Key duties include analyzing market pay data, benchmarking salaries, developing incentive and pay-for-performance plans, and ensuring compliance with employment laws.

• Manages and coordinates the administration of wage/salary policies and procedures and ensures that pay plans and practices meet current federal and state legislation.
• Designing, developing, and implementing compensation programs, including base pay structures, company-wide compensation strategies, and policies that align with business goals and industry trends
• Ensure all compensation practices comply with current legislation, including government regulations and pay equity laws
• Evaluate job descriptions to determine pay structure within the organization for classification and appropriate compensation based on internal equity and external market competitiveness.
• Responsible for analyzing job descriptions and performance evaluations for policy and legislative compliance.
• Conduct regular market analyses and salary surveys to ensure compensation programs are competitive and fair, tracking prevailing pay rates and pay equity.
• Analyze compensation data to evaluate program effectiveness, identify gaps, and present findings and recommendations to senior management.
• Make recommendations on structure modifications, merit, and pay policy/practice adjustments.
• Complete projects to assess pay structure across both clinical and non-clinical roles.
• Conduct market analysis, prepare structure redesign proposal and cost impact analysis, deliver findings to HR leadership along with recommendations for cost alternatives that align with budget.
• Use analytical and presentation software to communicate findings and recommendations to management and collaborate with HR and other departments
• Managing job classification and compensation information in Human Resources Payroll systems
• Oversee job evaluations and job audits.
• Develop and deliver compensation best practice training to appropriate stakeholders.
• Answer questions from employees regarding their pay and benefits, fostering understanding and confidence in the compensation system
• Serve as a critical resources and point-of-contact for complex wage and salary inquiries.
• Partner with the recruiting team to develop competitive offers for new hires and existing employees.
• Stay current on external best practices and relevant changes to the compensation field; communicate updates to leadership.

Manager

• Manages departmental budget
• Interviews, selects, hires, and retains employees
• Ensures orientation and training for employees
• Manages performance
• Promotes, demotes, or transfers employees to meet organizational needs
• Executes employee accountability process up to and including termination
• Manages departmental productivity standards
• Performs compliance requirements
• Approves payroll and is responsible for accurate payment of employees
• Manages front line operations of area of accountability related to meeting/exceeding departmental goals

DCH Standards:

• Maintains performance, patient and employee satisfaction and financial standards as outlined in the performance evaluation.
• Performs compliance requirements as outlined in the Employee Handbook
• Must adhere to the DCH Mission, Vision, and Values including creating positive relationships with patients/families, coworkers, colleagues and with self.
• Performs essential job functions in a manner that ensures the safety of patients, visitors and employees.
• Identifies and reduces unsafe practices that may result in harm to patients, visitors and employees.
• Recognizes and takes appropriate action to reduce risks and hazards to promote safety for patients, visitors and employees.
• Requires use of electronic mail, time and attendance software, learning management software…