Sr. Compensation Consultant

GENERAL SUMMARY:

Responsible for providing expert level compensation support across Henry Ford Health to ensure consistent design and administration of defined Compensation programs. This includes researching, analyzing and proposing solutions on a variety of Total Rewardrelated issues. Works independently and in collaboration with Human Resources team members on a wide variety of compensation projects utilizing discretion, working outside the typical norms or practices while ensuring continuity, consistency and equitable solutions. Analyzes complex data, provides recommendations and with approval, implements strategic compensation programs or solutions to assist with the retention and recruitment of qualified staff, analyzes market data and recommends structures and budget-sensitive rate changes; administers and maintains the organization's compensation programs, provides education as it relates to state and federal laws and policies. Conducts job analysis to determine pay range and Fair Labor Standards Act (FLSA) status of position; advises management, Human Resources and finance on compensation-related federal and state regulations. Individual must have excellent analytical, interpersonal, and business partnering skills, as well as a firm understanding of complex compensation design and analysis.

PRINCIPLE DUTIES AND RESPONSIBILITIES:

• Performs administration of pay increases, job evaluations, reclassifications, and other pay policy related changes for assigned operating units and specialty service areas.
• Conducts costing and impact analysis based on input from Sr. Leadership utilizing consistent methodology across Henry Ford Health.
• Identifies compensation standardization and cost savings opportunities, and conducts required analysis.
• Provides consultative services to HR Business Partners, Talent Selection and operational management regarding compensation-related issues for assigned operating units and specialty services.
• Partners with HR Staff across the system to deliver consistent and accurate communication regarding compensation program changes.
• Analyzes turnover and recruitment data to recommend possible compensation related opportunities.
• Conducts market assessments on a regular basis for purposes of job analysis, market competitiveness and internal equity.
• Coordinates communication regarding proposed compensation and pay policy changes between appropriate affected parties, and obtains feedback prior to implementation.