Under guidance of the VP of Total Rewards, responsible for identifying, evaluating, recommending, and ultimately implementing team member and executive compensation programming and improvements to the internal and external processes used by Compensation in managing routine, annual and special projects. Emphasis on the effective use of the technology available through the INFOR, Pay Scale/Market Pay, Case Management and other software systems and tools available at UMMS. Assures through thorough audits, reports, and personal contact that system programs are consistently documented and administered in compliance with organization policies and government regulations.

Principal Responsibilities and Tasks

The following statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all job duties performed by personnel so classified.

• Using knowledge of and research on current trends, recommends program/tool revisions as well as new programs in support of and consistent with the organization's objectives. This may include simplification of job structure/pay grades, modification to YOE and TYM tools. Develops analytical standards, program policies and internal/external procedures for consistent and equitable execution and implementation of compensation programs.
• Provides advice to management on pay decisions, policy and guideline interpretation, and job design ensuring the delivery of creative solutions to specific compensation-related programs.
• Directs work of the compensation team. Responsible for overseeing the effective use of the Compensation Management tools (currently Pay Scale/Market Pay, INFOR and Enwisen Case Management) by the Compensation staff. Responsible for managing and reporting adherence with established SLA's (Service Level Agreement).
• Ensures that all compensation tools, policies, and procedures are documented and kept current. Completes and maintains the inventory of system wide pay practices/policies and ties them to appropriate centralized documentation. Responsible for regularly monitoring/auditing for adherence of pay practices to the relevant policy/procedure documented.
• Leads executive salary and incentive plan administration and calculation/payment of awards as directed. Will collaborate with HR leaders to conduct a comprehensive review of existing Management Incentive program (MIP) and policies, identifies inconsistencies, and develops and leads project plans to harmonize across the system.
• Oversees the hiring, orientation, training of staff. Provides leadership and technical guidance to staff. Develops standards of performance, conducts staff performance evaluations and initiating actions such as merit increases, promotions, and disciplinary actions.
• Responsible for the compensation department budget.
• Develops metrics/measurements to report out on compensation programs. Works with Finance to ensure that corporate budgeting/financial reporting provide appropriate data for management review and analysis.
• Works with human resources and operational leaders as needed to prepare market adjustment recommendations for quarterly review by various governance structures (Executive Committees/Councils).
• Stays current on regulatory changes impacting compensation policy or procedures and leading any changes needed for compliance including FLSA, ADA and wage and hour laws.
• Perform all other duties as assigned.