Manager - Compensation - UAB Medicine Human Resources

SALARY RANGE :

$85,600 - $139,100

JOB SUMMARY :

To assist the Associate Vice President-Human Resources in managing the daily operations of the department. To design, maintain, document, communicate, and administer compensation policies and guidelines. To provide direction and oversight to departments and/or functional areas in the resolution of compensation related matters. To conduct and respond to wage and salary surveys, write/revise job descriptions, evaluate jobs, and recommend appropriate classifications. To provide compensation related advice and support to departments as needed.

TRAITS & SKILLS:

Must be flexible, assertive, persuasive, organized, detail-oriented, self-motivated, perceptive, and possess excellent listening skills.  Must be able to:  (1) communicate effectively with individuals from all socio-economic backgrounds; (2)  make evaluations or decisions based on appropriate judgmental criteria; (3) perform a variety of duties, often changing from one task to another of a different nature without loss of efficiency or composure;  (4) deal effectively with individuals who are angry or upset;  (5) work quickly without producing error; (6) perform mathematical operations, standard statistical measurements, and cost analysis rapidly and accurately; (7) analyze, interpret and display statistical data; (8) respect and preserve the confidential data to which this position has access.  Must have knowledge of applicable laws and regulations and be proficient with computers, including Microsoft Office programs.

 KEY JOB RESPONSIBILITIES:

 1. Oversees market analysis and calculation of market adjustment costs:

          a)   Partners with UAB Compensation to review positions and determine if market adjustments are needed for particular positions

          b)   Conducts market review of all UAB Medicine positions at least once per year

c)   Participates in ranking which market adjustments are the highest priority and recommending budgets for market adjustments in the upcoming year(s)

d)   Advises/assists departments with reviewing equity among employees and calculating adjustment costs as needed

e)   Reviews requests for reclassification and makes recommendations to department leaders

 2.  Manages various compensation-related projects:

            a)   Revision, development and/or re-design of existing compensation programs

b)   Ensures the compensation program is internally equitable and externally competitive in order to attract, motivate and retain qualified individuals

c)   Ensures the administration of various compensation programs are compliant with established guidelines, processes and procedures

d)   May oversee and/or participate in IT-related systems work that affect compensation such as market data systems, job description databases, workflow processes, and any others that may be identified

 3. Assists leaders with editing and developing job descriptions:

         a)   Responds to requests from departments and/or functional areas for job descriptions, minimum requirements, and other compensation-related                  data

b)   Assists leaders with developing job descriptions for new positions

c)   Assists with regular review of job descriptions to ensure they are current and reflect the duties performed

d)   Evaluates positions by determining classifications, salary, and FLSA status

e)   Assigns appropriate survey matches to new job titles in market pricing system, and assigns salary range

f)    Reviews related jobs within the organization to ensure internal equity 

4. Supports annual/ongoing compensation-related functions, including but not limited to:

           a)   Assists with processing leader incentives such as LAIP (Leader Annual Incentive Plan)

b)   Assists with processing staff incentives such as Sharing in Success or similar programs

c)   Assists with merit increase process for staff

d)   Assists with functions associated with Executive Compensation, including the annual At Risk Compensation (ARC) process for senior leaders in the organization and working with the external compensation consultant on market review of executive positions.

e)   Assists with functions associated with annual review of physician compensation and preparing materials for the Board

f)    Assists with other special projects as assigned 

5. Oversees the daily operations of the compensation department: 

a)  Manages the overall job evaluation and wage and salary management programs for UAB Medicine

b)  Manages the workflow process, assigning and reviewing the work of departmental personnel

c)   Maintains appropriate office operations and standard operating procedures

d)  Manages and coaches professional employees and is accountable for performance and results of the compensation team 

ETHICS AND COMPLIANCE:

Employee performs within the prescribed limits of the company's Ethics and Compliance program and is responsible to detect, observe and report compliance variances to their immediate supervisor, or upward through the chain of command, the Compliance Officer or the compliance hotline.  Employee completes all required annual compliance education.

 SUPERVISION:   Associate Vice President-Human Resources

 SUPERVISES:     Compensation Analyst(s)

EDUCATION AND EXPERIENCE:      

Required:   Bachelor’s degree in Human Resources Management, Business Administration, or a related field, and five (5) years of experience in Human Resources, including at least 2 years of experience in Compensation Administration. Advanced Excel skills required.

      Preferred:     Leadership experience and experience in a health care setting strongly preferred.

 LICENSE, CERTIFICATION AND/OR REGISTRATION:  

      Required:     N/A 

Preferred:     PHR, SPHR, SHRM-CP, SHRM-SCP and/or CCP certification