POSITION SUMMARY: The Director, Compensation will function as a member of the HR leadership team and will be involved in strategic planning efforts. The incumbent has enterprise-wide responsibilities for the total rewards programs and systems (compensation and employee performance management programs) that support the achievement of the organization’s business strategies and goals. Responsible for enterprise wide total rewards strategy in conjunction with the Director of Benefits, planning, and program designs. The scope of compensation programs will include base wages, commissions, merit pay, incentive pay, bonuses, and similar forms of recognition cash awards for executives, managers, and non-managers.
CORE DUTIES AND RESPONSIBILITIES: The statements described here are intended to describe the general nature of work being performed by people assigned to this position. They are not intended to be constructed as an all-inclusive list of all responsibilities and duties. Other duties may be assigned.
Participate as a member of the HR leadership team in the development, implementation, monitoring, and completion of HR’s strategic plan.
Responsible for the development of a comprehensive total rewards strategy that is aligned with the organization’s business strategy, goals, and performance objectives and is in compliance with legislative, regulatory, and negotiated labor requirements.
Lead the design of compensation programs for executives and non-executives including base pay programs, general pay practices, short-term incentive plans, and long-term incentive plans to ensure compensation is internally equitable and externally competitive.
Lead the development of an enterprise-wide job leveling and base pay design initiative including changes/adjustments to pay bands/ranges, job families, job descriptions, job codes and premium pay programs.
Lead the design of a benefits strategy including enhancements to reward and recognition programs to enable a strong culture of performance and recognition.
Manage vendor relationships and monitor performance for quality consistent with expectations.
Develop a comprehensive communication strategy for communicating total rewards programs to the organization.
Oversee external benchmarking to understand current positioning against industry and market comparability of the organization’s total reward package.
Assess financial impact of total rewards programs in partnership with HR leadership, senior management and Finance, and drive program cost-efficiency while maximizing value to employees.
PHYSICAL REQUIREMENTS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
May be required to sit for extended periods of time.
WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
EDUCATION, CERTIFICATION, AND/OR LICENSURE:
Bachelor’s Degree in Human Resources, Business or related discipline.
10-12 years of compensation design experience in a large insurance company, health care organization, or customer services organization; 7-10 years of management experience required.
In depth knowledge of compensation and benefits methodologies and market trends.
Solid foundation in the analysis, understanding, and knowledge of business financials.
Accomplished leader in developing organizations and mentoring others, as well successful in developing diverse high performance teams.
Superior client service skills, strong interpersonal skills, and excellent verbal and written communications.
Experience creating materials and presenting to Board level leaders and senior executives.
EDUCATION, CERTIFICATION, AND/OR LICENSURE:
Master’s Degree is preferred.
5-7 years designing and implementing compensation and benefits programs in a unionized environment preferred.
Experience in healthcare and/or insurance industry strongly preferred.
Additional Salary Information: Salary information will be discussed during interview process
WVU Medicine is West Virginia University’s affiliated health system. Through its eight hospitals, three institutes, and more than 800 physicians, specialists, and sub-specialists, WVU Medicine provides comprehensive healthcare services to all of West Virginia, Southeast Ohio, Western Maryland, and Southwest Pennsylvania.
As West Virginia’s largest healthcare provider and second largest employer..., WVU Medicine provides the full continuum of care – from pediatrics to geriatrics, and from primary care to complex diagnosis.
WVU Medicine includes:
•Ruby Memorial Hospital
•WVU Medicine Children’s
•WVU Cancer Institute
•WVU Eye Institute
•WVU Heart Institute
•Berkeley Medical Center
•Camden Clark Medical Center
•Garrett Regional Medical Center
•Jefferson Medical Center
•Potomac Valley Hospital
•St. Joseph’s Hospital
•United Hospital Center
•Camden Clark Physicians
•University Health Associates
•University Healthcare Physicians
•WVU Physicians of Charleston
WVU Medicine also includes dozens of medical offices and a diverse network of affiliated organizations.
WVU Medicine, though, is more than a name. WVU Medicine is a promise to everyone that no matter where you see that name, you will find the best in healthcare.