Compensation Specialist

Capital Health is the region's leader in providing progressive, quality patient care with significant investments in our exceptional physicians, nurses and staff, as well as advance technology. Capital Health is a five-time Magnet-Recognized health system for nursing excellence and is comprised of 2 hospitals. Capital Health Medical Group is made up of more than 250 physicians and other providers who offer primary and specialty care, as well as hospital-based services, to patients throughout the region.

Capital Health recognizes that attracting the best talent is key to our strategy and success as an organization.  As a result, we aim for flexibility in structuring competitive compensation offers to ensure we can attract the best candidates.

The listed minimum pay reflects compensation for a full-time equivalent (1.0 FTE) position. Actual compensation may differ depending on assigned hours and position status (e.g., part-time).

Minimum Pay:

Position Overview

ESSENTIAL FUNCTIONS

• Consults with Compensation Program Managers and partners with Talent Acquisition and HRPBs to evaluate compensation for new hires, promotions, and internal transfers. Collaborates with Compensation Program Managers to escalate complex requests.
• Reviews compensation offer form prepared by Talent Acquisition Partners (TAPs) to ensure accuracy and the appropriate determination of a candidate's pay level. Conducts internal equity reviews and ensures appropriate pay practices align with the offer. Makes adjustments as needed and finalizes approved rates in accordance with documented procedures. Approves all offer back to TAPs within 24 hours.
• Assists Compensation Program Managers with creation and maintenance of job profiles, for the purpose of organizing, comparing, and categorizing jobs per documented procedures and conventions for titling and coding. Updates and maintains compensation data and ensures information for job profiles and compensation grades is updated accurately and on a timely basis. Ensures job postings contain accurate pay ranges and legal language.
• Maintains and updates offer form template by ensuring that the most recent and accurate data is contained. Verifies that job codes, and job profiles are correct and align with correct salary range based on any changes made to job profile grades. Makes any edits as needed.
• Conducts regular audits of HRIS data, ensuring data accuracy related to compensation. Makes required changes and improvements as necessary where needed. Offers suggestions for improvements.
• Communicates, clearly and concisely, relevant compensation protocol, changes, or new information to appropriate HR staff and Payroll. Creates and maintains documentation supporting compensation decisions and actions taken.
• Interprets, communicates, and educates HRBPs and other human resources staff on compensation policies and procedures to ensure smooth ongoing operations. Trains TAPs as needed on how to use offer guidance tools and interpretation of salary ranges. Maintains and updates compensation tools as needed.
• Responds to questions and provides explanations as required to various areas as needed. Researches files, communicates with TAPs and develops suggestions and recommendations to resolve issues or questions.
• Develops cost proposals as needed and submits to Compensation Program Managers or HRBPs for review. Works with Director Total Rewards and Compensation Program Managers on special projects as needed.
• Provides support to the COE and HR leadership team with other administrative matters as needed. May assist in market survey participation with compiling data and pay information for participation in compensation surveys.
• Performs other duties as assigned.

MINIMUM REQUIREMENTS

• Education: Bachelor's degree in Human Resources, Business Finance, or related field.
• Experience: Two years experience in human resources, compensation, or talent acquisition. Experience with offer review, salary determination, or job classification preferred.
• Other Credentials:
• Knowledge and Skills: Knowledge of compensation principles, pay equity and offer practices. Excellent interpersonal, communication and problem-solving skills. Ability to manage and maintain large sets of highly sensitive and confidential information. Project and time management skills. Ability to work under minimal supervision. Ability to manage multiple tasks, operate within tight deadlines, and escalate issues as necessary.
• Special Training: Proficient in Microsoft Office with strong Excel and data analysis skills. Familiarity with Workday or similar HRIS preferred.
• Mental, Behavioral and Emotional Abilities:
• Usual Work Day:8 Hours  

PHYSICAL DEMANDS AND WORK ENVIRONMENT

• Frequent physical demands include: Sitting
• Occasional physical demands include: Standing , Walking , Climbing (e.g., stairs or ladders) , Carry objects , Push/Pull , Twisting , Bending , Reaching forward , Reaching overhead , Squat/kneel/crawl , Wrist position deviation , Pinching/fine motor activities , Keyboard use/repetitive motion
• Continuous physical demands include: Talk or Hear
• Lifting Floor to Waist 15 lbs. Lifting Waist Level and Above 10 lbs.
• Sensory Requirements include: Accurate Near Vision, Accurate Far Vision, Color Discrimination, Minimal Depth Perception, Moderate Hearing
• Anticipated Occupational Exposure Risks Include the following: N/A

Offers are contingent upon successful completion of our onboarding process and pre-employment physical.  Capital Health will require all applicants to have an annual flu vaccine prior to start date, with the exception of individuals with medical and religious exemptions.

For benefit eligible roles, in addition to cash compensation, we provide a comprehensive and highly competitive benefits package, with a variety of physical health, retirement and savings, caregiving, emotional wellbeing, transportation, robust PTO plan, overtime to eligible roles, and other benefits, including "elective" benefits employees may select to best fit the needs and personal situations of our diverse workforce.

The pay rate listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining base salary and/or rate, several factors may be considered including, but not limited to location, years of relevant experience, education, credentials, negotiated contracts, budget, market data, and internal equity.  Bonus and/or incentive eligibility are determined by role and level.

The salary applies specifically to the position being advertised and does not include potential bonuses, incentive compensation, differential pay or other forms of compensation, compensation allowance, or benefits health or welfare.  Actual total compensation may vary based on factors such as experience, skills, qualifications, and other relevant criteria.