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Denver Health
Denver, CO, United States
30+ days ago
US News & World Report
Washington, DC, United States
9 days ago
Spotlight Preferred
Denver Health
Denver, Colorado, United States
30+ days ago

Description

The Senior Compensation Strategist (“Senior Strategist”) is a key member of the Compensation Team and has shared accountability for the success of the function. The Senior Strategist, under general supervision, assists in the development and administration of all employee and provider pay programs for Denver Health. This includes but is not limited to participating in and gathering data from market-based compensation surveys; analyzing survey data and applying in alignment with Denver Health’s Compensation Philosophy, writing and evaluating job descriptions, conducting job analyses and evaluations to determine proper placement of jobs within the Denver Health structure, assessing and reporting on market trends that impact the Denver Health workforce. The Senior Strategist recommends and implements changes to practice and policy based on changing market and/or economic conditions that impact Denver Health pay policy. The Senior Strategist routinely partners and works in concert with other HR functions (e.g., HRBPs, Talent Acquisition, Benefits, HRIS) to advance the HR and Compensation strategy. The Senior Strategist works with Managers and Leaders at all levels of the organization to consult, advise and guide the implementation of pay policy. The Senior Strategist will oversee the work of the Compensation Strategists, providing guidance and direction when necessary. The Senior Strategist maintains an understanding of and ensures compliance with applicable state and federal employment and wage and hour laws. Relies on experience and judgment to plan and accomplish goals.

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Essential Duties and Responsibilities

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1.Market Assessment
Participates in and gathers data from market-based compensation surveys; assesses and analyzes data and applies to jobs and employees in accordance with Denver Health’s Compensation Philosophy. Assists in conducting the annual competitive benchmarking and update process. Monitors the internal work environment and external market to understand economic conditions that impact Denver Health pay policy. Acts as the administrator for applications/systems related to the administration of market adjustment; market pricing (salary survey system).
2.Job Analysis and Evaluation
Evaluates jobs, determines pay grades, and performs associated analyses (e.g. equity). Recommends various courses of action and costs for those options. Collaborate with team members to identify opportunities for aligning jobs, ensuring data integrity, and consistency in approach and process. Writes, edits and updates job descriptions.

3.Pay Administration
Lead the implementation of organization wide, regularly scheduled pay activities including but not limited to developing salary structures, applying pay policy and practice to ensure consistency of pay decisions. Assist with implementing regularly scheduled org-wide activities including merit planning and market adjustments. Assists Managers and Leaders with resolving day-to-day pay related concerns and questions.

4.Data Analysis and Reporting
Provides analytical support and data analysis on projects, metrics and ad hoc reporting.

5.Strategic Partnership and Collaboration
Coaches, guides and educates other HR team members on Denver Health pay policy and practice. Takes a lead role in partnering with HRBPs, Managers and Leaders to develop competitive and comprehensive compensation solutions to address compensation concerns.

6.Policy and Procedure
Assists in the creation, evaluation, and ongoing review of existing pay practices and policies. Monitors and reports on changing internal or external market and/or economic conditions that impact Denver Health pay policy. Recommends and implements changes to practice and policy based on those conditions.

7.Project Management
Takes a lead role in managing and executing key organizational priorities and projects.Partners with other HR groups, leaders, or managers to plan and execute major initiatives including, but not limited to automation and HR systems, job architecture development, etc. This may involve developing project plans, monitoring progress toward on-time completion, and preparing standard and ad hoc reports.

Other duties as assigned.

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Minimum Qualifications

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Education

1.Bachelor’s degree in Business, Human Resources, Finance or related field required.

2.4 years of related experience in lieu of bachelor’s degree

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Experience

1.5 years of Compensation experience required.

2.Progressive responsibility in compensation required.

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Knowledge, Skills and Abilities

1.Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.

2.Active Listening — Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.

3.Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one.

4.Service Orientation — Actively looking for ways to help people.

5.Data Analysis - Extensive use of quantitative and qualitative research and statistical methods for analyzing data.

6.Research– ability to leverage resources to acquire needed information

7.Knowledge of state and federal employment and wage and hour laws and best practices.

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Computers and Technology

1.Demonstrated proficiency at the intermediate (preferably advanced) level of Microsoft Excel

2.Demonstrated proficiency in the Microsoft Office Suite of products (i.e. Word, and PowerPoint)

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Certificates, Licenses and Registration

1.CCP (Certified Compensation Professional) preferred.

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Work Type
Full time

Pay Range

Minimum: 67,475.20

Midpoint: 84,344.00

Maximum: 101,192.00

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All job applicants for safety-sensitive positions must pass a pre-employment drug test, once a conditional offer of employment has been made.

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Denver Health is an integrated, high-quality academic health care system considered a model for the nation that includes a Level I Trauma Center, a 555-bed acute care medical center, Denver’s 911 emergency medical response system, 10 family health centers, 18 school-based health centers, Rocky Mountain Poison and Safety, a Public Health department, an HMO and The Denver Health Foundation.

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As Colorado’s primary, and essential, safety-net institution, Denver Health is a mission-driven organization that has provided billions in uncompensated care for the uninsured. Denver Health is viewed as an Anchor Institution for the community, focusing on hiring and purchasing locally as applicable, serving as a pillar for community needs, and caring for more than 185,000 individuals and 67,000 children a year.

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Located near downtown Denver, Denver Health is just minutes away from many of the cultural and recreational activities Denver has to offer.

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We strongly support diversity in the workforce and Denver Health is an equal opportunity employer (EOE).

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Denver Health is committed to provide equal treatment and equal employment opportunities to all applicants and employees. As an EOE, Denver Health does not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.



Job Information

  • Job ID: 62541102
  • Location:
    Denver, Colorado, United States
  • Position Title: Senior Compensation Strategist
  • Company Name For Job: Denver Health
  • Job Function: Human Resources

Please refer to the company's website or job descriptions to learn more about them.

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