Sr. Compensation Consultant

Minimum Education
Bachelor's Degree Business or a related field required. Advanced degree is desirable. (Required)

Minimum Work Experience
5 years' related Compensation & Benefits experience. (Required)

Functional Accountabilities
Compensation and Benefits Consulting & Analysis

• Advise, counsel and educate to management and HR staff with regard to compensation related matters.

• Partner with HR Business Partners to address compensation and benefits related needs and issues.

• Administer compensation and benefits programs to ensure adherence to compensation policies, procedures and philosophy.

• Partner with recruiters in recommending hiring packages that are able to attract talents as well as ensure internal equity.

• Work with HRIS to process compensation and benefits transactions per Union contracts.

• Work with HRIS to perform data updates and audits to ensure accuracy of compensation records in the system(s).

Implementation of Compensation and Benefits Programs/Projects

• Lead/participate in implementing designated compensation and benefits programs/projects such as annual performance management and merit increases, annual incentive payout, special market adjustments, open enrollment, benefit claims and vendor management, benefit deduction and invoice processing, etc.

• Ensure accurate system and data set up when the project involves usage of compensation and benefit administration systems.

• Prepare compensation analysis and recommendations for the implementation. Stay abreast of benefits utilization and program effectiveness measures

• Monitor project progress and provide status updates to the compensation and benefits team.

• Work with the Director of Compensation & Benefits to implement compensation and benefit program communication and training activities for projects and initiatives.

Compensation and Benefits Tools & Resource Administration

• Serve as the CNMC administrator for compensation and benefits systems with regards to data updates, user assistance and vendor liaison.

• Administer updates to the compensation manual and/or benefits plan documents, including but not limited to salary ranges, hiring guidelines, compensation forms, job code tables, process documents, benefit costs, benefit plan design changes, etc.

• Compile reports and scorecards based on needs from organizational management and HR leadership.

• Maintain compensation activity log and job code action log.

Other

• Perform compensation program audits to ensure legal compliance in areas such as EEO and FLSA.

• Provide compensation support for H1-B visa requests.

• Assist the Director of Compensation & Benefits with compensation analysis for union negotiations.

• Compile reports and scorecards based on needs from organizational management and HR leadership.

Federal Compliance (ERISA)

• File annual compliance reports (i.e. Form 5500s, FMLA, SARs).

• Maintain a working knowledge of regulatory matters and ensure Benefits Department's policies, practices and procedures are compliant.

• Keep abreast of new legal changes to assure plans are compliant and communication to employees are timely.

• Work with third-party vendors to design, distribute and maintain timely compliant employee communication.

Key Strategic Initiatives and Special Benefits Projects

• Plan and coordinate the implementation of key strategic initiatives and special benefits projects.

• Work with third-party vendors to ensure timely and accurate implementation and communication of new programs.

• Implement targeted programs to support fiscal management of leave and medical benefit programs.

• Coordinate the Annual Health Fair.

Internal Communication

• Develop an effective communication strategy using multiple communication channels; promote positive communication of Benefits programs to CNMC.

• Design communication materials for Benefits programs to enhance the organization's understanding of the value of such programs.

• Design and coordinate the delivery of communication for New-Hire Orientation, Annual Open Enrollment and Seminars.

Process Improvement

• Provide ongoing process and audit reviews; serve as peer review lead to insure compliant fiscal safeguards.

Organizational Accountabilities
Organizational Commitment/Identification

• Partner in the mission and upholds the core principles of the organization

• Committed to diversity and recognizes value of cultural ethnic differences

• Demonstrate personal and professional integrity

• Maintain confidentiality at all times

Customer Service

• Anticipate and responds to customer needs; follows up until needs are met

Teamwork/Communication

• Demonstrate collaborative and respectful behavior

• Partner with all team members to achieve goals

• Receptive to others' ideas and opinions

Performance Improvement/Problem-solving

• Contribute to a positive work environment

• Demonstrate flexibility and willingness to change

• Identify opportunities to improve clinical and administrative processes

• Make appropriate decisions, using sound judgment

Cost Management/Financial Responsibility

• Use resources efficiently

• Search for less costly ways of doing things

Safety

• Speak up when team members appear to exhibit unsafe behavior or performance

• Continuously validate and verify information needed for decision making or documentation

• Stop in the face of uncertainty and takes time to resolve the situation

• Demonstrate accurate, clear and timely verbal and written communication

• Actively promote safety for patients, families, visitors and co-workers

• Attend carefully to important details - practicing Stop, Think, Act and Review in order to self-check behavior and performance

Organizational Accountabilities (Staff)
Organizational Commitment/Identification

• Anticipate and responds to customer needs; follows up until needs are met

Teamwork/Communication

• Demonstrate collaborative and respectful behavior

• Partner with all team members to achieve goals

• Receptive to others' ideas and opinions

Performance Improvement/Problem-solving

• Contribute to a positive work environment

• Demonstrate flexibility and willingness to change

• Identify opportunities to improve clinical and administrative processes

• Make appropriate decisions, using sound judgment

Cost Management/Financial Responsibility

• Use resources efficiently

• Search for less costly ways of doing things

Safety

• Speak up when team members appear to exhibit unsafe behavior or performance

• Continuously validate and verify information needed for decision making or documentation

• Stop in the face of uncertainty and takes time to resolve the situation

• Demonstrate accurate, clear and timely verbal and written communication

• Actively promote safety for patients, families, visitors and co-workers

• Attend carefully to important details - practicing Stop, Think, Act and Review in order to self-check behavior and performance