Job Posting: Compensation Manager – Growing Central Connecticut Healthcare Company

June 23, 2015

Job Summary

Designs, plans, and implements corporate compensation programs, policies, and procedures. Ensures the compensation programs – organization and executive enhance the organization’s ability to recruit and retain employees.

Responsibilities

Quarterly & Annual incentive plan design, communication and implementation (payout and documentation).
Annual Performance Planning & Review merit planning process.
Job description, market pricing strategy design, development, and ongoing process management.

Validates job requirements by analyzing jobs, including interviewing knowledgeable persons; studying completed questionnaires
Defines jobs by writing job descriptions, job qualifications, and job evaluation documentation.
Establishes internal equity by evaluating and ranking jobs.
Establishes external equity by conducting pay surveys; analyzing pay data.
Designs/maintains pay structure by calculating pay grades and ranges
Other

Compensation infrastructure strategy and build– pay grades, bands, change management strategy and actions.
Executive and BOD Compensation Process first level support to SVP, HR, including deliverable design and completion.
Leads the Recruiting Job Offer and Incentive Plan assignment processes.
Completes compensation reports by gathering and analyzing pay data.
Complies with federal, state, and local legal requirements by enforcing adherence to requirements.
Work with HR business partners to ensure appropriate level of communication and training is provided. Develop compensation training as necessary to support programs managed.

Skills/Qualifications

Requires a bachelor’s degree in a related area and at least 7 years of experience in the field or in a related area.
Hands-on, roll-up sleeves, independent project/deliverable completion mentality. A seasoned project manager.
Detail oriented with strong statistical/data analysis experience.
Ability to work with a sense of urgency in a dynamic environment.
High level of proficiency and experience with market pricing, compensation surveys.
Experience providing back-up/#2 at minimum Executive Compensation materials per an annual Exec Comp calendar year event cycle.
Experience as a team (direct and matrix) leader.
Demonstrated strong problem solving, organizational and communication skills.

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