POSITION SUMMARY

Administers and monitors the compensation programs for the Health System.  Assists in designing, implementing and monitoring of compensation programs that contribute to growth and fiscal responsibility by ensuring that pay structures are competitive and designed and managed to attract and retain a top-quality workforce.  Ensures that policies, procedures, and programs are in alignment with the organization’s overall strategic objectives and Human Resources vision.

Assists in managing and supporting Mount Nittany Health’s performance management system, ensuring effective utilization and providing guidance to employees and managers on performance system related matters. Ensures the program is being adhered to and steps are being addressed in a timely and effective manner.

MINIMUM REQUIREMENTS

Education:

1. Bachelor’s degree in HR, Business, Economics, Finance, or a related field or a combination of education and experience.

Experience:

1. One year of compensation administration in an organization of similar size and complexity required.
2. Previous experience in integrated health systems and physician practices preferred.
3. Previous experience in developing leadership incentive plans preferred.

Knowledge, Skills, Abilities:

1. Familiar with a variety of compensation concepts, practices, and procedures.
2. Knowledge of business management principles involved in strategic planning, resource allocation, leadership techniques and resources.
3. Excellent oral and written communications, and interpersonal skills.
4. Conducts business in a professional and cordial manner that upholds the integrity and reputation of Mount Nittany Health.
5. Knowledge of human resource laws and regulations as they relate to the management of staff.
6. Proficient with Microsoft Office software. Advanced Excel skill level is desirable.
7. Maintains ongoing awareness of developments in compensation, and human resource practices.
8. Demonstrated record of positive customer interactions and a commitment to service.
9. Well-developed written and verbal presentation skills.
10. Creative problem solving abilities.

License/Certification/Registration:

Relevant professional designation (PHR, SHRM-CP, CEBS, CCP) is preferred.

SUPERVISION RECEIVED

Receives minimal supervision from the Director, Talent Acquisition and Compensation.

SUPERVISION GIVEN

None

ESSENTIAL FUNCTIONS

1. Assists in development and administrations of compensation policies, procedures and guidelines in order to accomplish departmental objectives.
2. Develops communication tools for compensation programs for both internal customers and job candidates.
3. Assists in auditing of compensation practices and structures on a consistent cadence to ensure market alignment and internal equity consistency throughout the Health System.
4. Assists in monitoring the effectiveness of existing compensation policies, guidelines and procedures recommending plan revisions as well as new plans that are cost-effective and consistent with compensation trends and system objectives; coordinates implementation and provides guidance to system staff.
5. Provides advice to system leaders on pay decisions, policy and guideline interpretation, and job analysis, including the design of creative solutions to specific compensation-related programs. Required to analyze information and use logic to address compensation pay issues and problems.
6. Develops and administers salary programs for management, professional, clerical and bargaining unit employees, within the guidelines provide by senior Health System leadership.  May provide consultation services to physician recruiter and leadership.
7. Maintains annual compensation pay programs and assists in conducting salary forecasting in preparation for pay implementation practices.
8. Work with compensation team on leadership compensation matters.  This includes, performing analysis and administration of leadership compensation programs, annual and long-term incentive programs and deferred compensation plan and models.
9. Develops techniques for compiling, preparing and presenting data.
10. Analyzes survey results to ensure appropriate compensation across all departments.  Consults with managers to develop/revise job descriptions and determine appropriate placement on the pay scale. Evaluates how MNH pay rates compare with those of other like systems. Works with established online sites that specialize in compensation to do market pay comparisons by region, number of employees and job responsibilities.
11. In consultation with talent acquisition specialists and hiring managers, recommends appropriate salary for new hires and internal promotions.
12. Keeps apprised of federal, state and local compensation laws and regulations to ensure system compliance. Use relevant information and individual judgment to determine whether events or processes comply with laws, regulations or standards.
13. Ensure integrity of the compensation pay philosophy, programs and practices.
14. Administers and monitors the compensation system to:
    1. Ensure data accuracy
    2. Process salary changes
    3. Test quarterly updates
15. Participates in annual salary surveys.
16. Assist in the design, implementation, revision and maintenance of the health system’s performance management program and system to support the mission, vision and culture of MNH.
    1. Provides support to end-users. Trouble shoots system issues and works closely with the system’s technical support team to resolve issues in a timely manner. Requests software enhancements to improve functionality for end-users.
    2. Participates in ongoing training via user group conference attendance and online training. Keeps abreast of trends/best practices in performance management and advises leadership as necessary
    3. Trains new leaders on using the system to complete evaluations and goal setting processes and how to use ongoing performance management tools. Keeps leadership informed and trained as new system tools and functions become available.
    4. Keeps leaders informed of deadlines and provides continuous support/monitoring to ensure on-time process completion.
    5. Seeks feedback from leaders to continually improve the performance management system for them and their employees.
    6. Provides reports to assist leaders to successfully monitor performance evaluations, goals and other processes. Prepares quarterly and end of year statistical reports.

NON-ESSENTIAL FUNCTIONS

Performs related and miscellaneous duties as assigned.