Accountabilities

• Conducts market analyses and job evaluations for assigned areas.  Recommends appropriate salary grades and job titles based on external market data and/or analysis of internal positions.  Consults with management, HR Coordinators and others on new job development and organizational structure changes.  Provides expert advice on all issues related to the Prisma Health Compensation Program, compensation policies and compensation procedures.  – 20%
• Advises management regarding salary administration problems and issues including hiring offers, incentive and merit evaluations, equity adjustments, other pay related issues. Conducts research and interprets compensation policy and guidelines for management.  Monitors compliance with compensation policies and guidelines.   Collaborates with management and other Human Resources functional areas to enhance the level of human resources support provided to departments. - 20%
• Formulates, develops and implements organization-wide compensation projects and initiatives.  Conducts cost analysis projects as necessary to determine financial impact of job grade adjustments and equity adjustments.  Collects and manipulates data obtained throughout the use of HRIS and payroll software and manual data collection methods. – 10%
• Performs annual review of market conditions to determine appropriate salary structure changes and specifications for annual merit program.  Compiles and analyzes cost implications for merit and salary structure recommendations.  Assists in the development of the annual salary budget. – 10%
• Assists in the collection of data and participates in salary surveys. Evaluates survey data to identify market trends.  Recommends appropriate actions based on findings. – 10%
• Coordinates and processes special pay requests. Identifies and resolves problems regarding employee compensation. – 10%
• Maintains knowledge of legal issues including Fair Labor Standards Act (FLSA) and advises management regarding legal compliance. Assists in the development and implementation of salary administration guidelines.  Revises the Compensation Guide annually.  – 10%
• Maintains current job description database. Maintains and updates job class tables in Human Resources Information Systems.  Coordinates with Employee Information as necessary to ensure individual employee records are changed. – 10%

Supervisory/Management Responsibilities

This is a non-management job that will report to a supervisor, manager, director or executive.

Minimum Requirements

• Bachelor's Degree in Business or closely related
• 5 years - Proven analytical experience in Compensation, Human Resources, Finance or related field with 2 years in healthcare, preferable.

Knowledge, Skills or Abilities

• Proficient with Microsoft Office Suite or similar software
• Strong analytical, mathematical and problem solving skills
• PHR, SHRM-CP or Certified Compensation Professional - Preferred
• Experience administering federal and state wage and hour laws, preferred
• Excellent written and verbal communication skills
• Excellent organizational and time management skills
• Must be able to work independently and manage multiple priorities and tasks.
• Interaction with all levels of management.