"Alerted.org

Job Summary

The Senior Director, Compensation leads the development and administration of the organization's compensation function. This role is responsible for implmenting and administrating equitable, and competitive compensation programs that align with organizational goals and drive employee engagement, recruitment, and retention. The Senior Director ensures compliance with all regulatory requirements and collaborates with senior leadership to implement a comprehensive compensation philosophy, including base pay, and merit pay, for executives, managers and non-managers. Additionally, this role oversees the job architecture framework, including job evaluations and benchmarking, to maintain equity and market competitiveness.

Essential Functions

+ Provides consultation, advises, implements, and oversees enterprise-wide compensation programs, ensuring alignment with organizational objectives and market competitiveness. Develops strategies for base pay, and job leveling frameworks.

+ Leads the Compensation team, providing mentorship, guidance, and strategic direction. Partners with cross-functional and HR leaders to ensure compensation solutions address evolving business needs.

+ Serves as a subject matter expert, providing data-driven insights and guidance on compensation trends, market analytics, and program administration. Oversees salary survey participation and pay equity analyses.

+ Monitors and ensures compliance with federal, state, and local compensation regulations. Recommends updates to policies and practices to enhance efficiency, compliance, and alignment with organizational goals.

+ Oversees the development and maintenance of the organization's job architecture framework, including job descriptions, evaluations, and benchmarking to ensure internal equity and external competitiveness.

+ Advises leadership on compensation-related matters, including job evaluations, pay recommendations, and policy interpretation.

+ Evaluates the effectiveness of compensation programs and makes recommendations for enhancements to maintain relevance and competitiveness.

+ Develops clear and effective communication materials for compensation programs to ensure understanding and transparency across the organization.

+ Performs other duties as assigned.

+ Complies with all policies and standards.

Qualifications

+ Bachelor's Degree in Human Resources, Business Administration, or a related field required

+ Master's Degree in Human Resources, Business Administration, Finance, or related field preferred

+ More than 10 years of experience in compensation consultation and administration required

+ 7-9 years of progressive leadership experience in compensation consultation and analytics required

+ Experience designing and managing enterprise-level compensation programs for large, multi-state organizations required

Knowledge, Skills and Abilities

+ Strong understanding of the Fair Labor Standards Act, and knowledgeable of state compensation regulations.

+ In-depth knowledge of compensation program design, market analysis, and regulatory compliance.

+ Strong leadership skills with the ability to influence and collaborate across multiple organizational levels.

+ Excellent analytical and problem-solving skills, with proficiency in HRIS and compensation management systems.

+ Superior communication and presentation skills, with the ability to convey complex concepts effectively.

+ Demonstrated ability to manage multiple priorities in a fast-paced environment.

Licenses and Certifications

+ Certified Compensation Professional (CCP) required

Equal Employment Opportunity

This organization does not discriminate in any way to deprive any person of employment opportunities or otherwise adversely affect the status of any employee because of race, color, religion, sex, sexual orientation, genetic information, gender identity, national origin, age, disability, citizenship, veteran status, or military or uniformed services, in accordance with all applicable governmental laws and regulations. In addition, the facility complies with all applicable federal, state and local laws governing nondiscrimination in employment. This applies to all terms and conditions of employment including, but not limited to: hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. If you are an applicant with a mental or physical disability who needs a reasonable accommodation for any part of the application or hiring process, contact the director of Human Resources at the facility to which you are seeking employment; Simply go to http://www.chs.net/serving-communities/locations/ to obtain the main telephone number of the facility and ask for Human Resources.