Compensation Manager
Description
JOB SUMMARY
At GoHealth Urgent Care, we place the needs of our patients first - by providing an effortless patient experience, a welcoming culture of care and seamless integration with market-leading health systems and our communities.
The Compensation Manager collaborates within the People Team and other departments throughout the organization providing compensation analysis for the organization. The Compensation Manager conducts analysis on internal and external salary statistics. Based on the information collected, they recommend, develop and implement an appropriate compensation structure. This structuring involves configuring pay grades and evaluating new positions and ongoing reclassification. A primary driver of performance evaluation process, the Compensation Manager will track, follow up and report during the performance review period. The Compensation Manager is responsible for the bonus plans of the organization including recommendations, calculations and communication.
The Compensation Manager must be able to communicate effectively with people of all job levels within the organization, have good evaluation and reporting skills.
JOB REQUIREMENTS
Education
- Bachelor’s Degree required
- Degree in Human Resource Management, Business Administration or related field preferred
Work Experience
- Four years of compensation analyst experience required.
- Health care experience in multi-state analysis preferred.
- Experience in managing and implementing projects and strategic change initiatives preferred.
- Experience using advanced Excel techniques required
Required Licenses/Certifications
- CCP, PHR or SPHR or other Human Resource Certification preferred
Additional Knowledge, Skills and Abilities Required
Core Competencies:
- Collaboration: Takes ownership for collectively establishing productive partnerships and relationships and seek to gain joint understanding of priorities and objectives so that the greater good of the organization and those we serve is always at the forefront.
- Innovation: Consistently uses good judgment, applying creativity to overcome obstacles and increasing effectiveness and efficiency though process and other forms of innovation.
- Diversity and Inclusion: Fosters diversity and inclusion, to be able to better understand team members, our customers and partners. Engages the strengths and talents of each GoHealth team member, creating an environment of involvement, respect and connection where the richness of ideas, backgrounds and perspectives are harnessed.
- Integrity: Models and practices the highest ethical and professional standards; demonstrates pride and personal interest in our patients, partners and fellow team members, deeply engaging in the business. Makes decisions, with a focus on doing theright thing; treats team members, our customers, partners and vendors with dignity, consideration, open-mindedness and respect.
- Accountability: Always shows initiative, demonstrates a bias to action and gets things done. Actively accepts responsibility for diverse roles, obligations and actions that positively influence patient and customer outcomes, our partnerships and the healthcare needs of our communities.
DECISION MAKING – Makes sound, well-informed, and objective decisions; perceives the impact and implications of decisions; commits to action, even in uncertain situations, to accomplish organizational goals; cause change.
FLEXIBILITY - Open to change and new information; adapts behavior or work methods in response to new information, changing conditions, or unexpected obstacles; effectively deals with ambiguity.
INTERPERSONAL – Develops and maintains excellent working relationships within HR and other business departments.
BUILDING RAPPORT - Exercises skill and diplomacy to establish HR as a trusted, credible business partner; creates buy-in with customers.
ORAL COMMUNICATION - Expresses information (ideas or facts) to individuals or groups effectively, taking into account the audience and nature of the information (technical, sensitive, controversial, etc.); makes clear and convincing oral presentations; listens to others, attends to nonverbal cues, and responds appropriately.
PROBLEM SOLVING – Identifies problems; determines accuracy and relevance of information; uses sound judgment to generate and evaluate alternatives, and to make recommendations.
SELF-MANAGEMENT – Sets well-defined and realistic personal goals; displays a high level of initiative, effort, and commitment towards completing assignments in a timely manner; works with minimal supervision; is motivated to achieve; demonstrates responsible behavior.
TECHNICAL COMPETENCE – Uses or gains knowledge that is necessary to perform the major functions that are described above (i.e., familiar with state/local laws that govern employment and can translate those into providing advice.)
WRITING – Recognizes and uses correct English grammar, punctuation, and spelling; communicates information in a succinct and organized manner; produces written information that is appropriate for the intended audience.
CUSTOMER SERVICE – Demonstrates a results oriented focus for delivering appropriate services in an accurate, complete, and timely fashion.
TEAMWORK/COLLABORATION – Demonstrates skills and abilities in collaborative efforts with experience in team/project oriented activities.
Additional Knowledge, Skills, and Abilities Preferred
HR information systems/database experience. Power Point experience. Experience using salary market databases.
ESSENTIAL FUNCTIONS
- Analysis of salary surveys to determine salary range of current and new positions depending on geographic location.
- Works closely with the talent acquisition team to determine hiring salaries.
- Creation and updating job grids for each market. Assignment of each position to the proper job grid in each market.
- Review of job descriptions and aid managers in writing the job descriptions.
- Analysis of the job description using salary survey information including creating hybrid positions to accurately reflect the work being done.
- Adhere to compensation guidelines, recommend changes and communication of the guidelines.
- Review of salary changes and peer review of the salary changes in the human resources information system.
- Primary resource for the performance evaluation process.
- Projects: Assist the People Team with projects via planning, project management, data gathering and analysis.
- Partnerships: Establishes productive relationships and rapport with customers to gain joint understanding of business goals, strengths, and opportunities providing timely follow up on issues/concerns. This includes being there to listen.
- Field Support: Supports and assists with implementation of People Team initiatives to enhance successful rollout and acceptance throughout the organization. Alerts Director, Total Rewards to high risk situations that may have an impact on the organization. Works with company-wide People Team initiatives to assure the successful rollout and acceptance of initiatives, policies, and programs throughout the organization. Answers questions and helps solve problems.
- Assists People Team with special projects. Special projects include any Compliance related projects or employee engagement projects.
- Regulatory Compliance: Works with leaders to assist them in knowing/understanding components of HR standards so they can remain compliant (i.e., timely Performance Evaluations, wage/hour regulations, meal break rules, etc.).
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