Compensation Specialist -60572
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POST DATE 10/10/2017
END DATE 12/12/2017
West Virginia University Hospitals, Inc.
JOB DESCRIPTIONjob descriptions and departmental structures. Conducts ongoing job evaluations and market reviews.
EDUCATION AND EXPERIENCE:
Master s degree in Human Resources, Business Administration, Industrial Relations or other related degree and a minimum of one year of Human Resources experience with an emphasis in Compensation and/or HR data analysis and reporting required.
OR Bachelor s degree in Human Resources, Business Administration, Industrial Relations or other related degree and two years of Human Resources experience with an emphasis in Compensation and/or HR data analysis and reporting required.
EDUCATION, CERTIFICATION, AND/OR LICENSURE:
Professional certification in compensation such as Certified Compensation Professional (CCP) preferred.
Professional Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification and/or SHRM-CP and SHRM-SCP certification preferred.
CORE DUTIES AND RESPONSIBILITIES: The statements described here are intended to describe the general nature of work being performed by people assigned to this position. They are not intended to be constructed as an exhaustive list of all responsibilities and duties. Other duties may be assigned.
Facilitates the administration of the organization s compensation programs ensuring compliance with policies guidelines, and procedures.
Advises Human Resources (HR) leadership and department management staff on HR issues relating to compensation.
Conducts ongoing, thorough market research to evaluate competitiveness and assist in determining appropriate pay practices.
Facilitates with the ongoing development, auditing, and monitoring of internal equity tracking to ensure all pay rates are calculated in order to maintain internal equity with the compensation philosophy.
Conducts ongoing internal equity reviews including making recommendations, completing cost analysis, and scheduling for next increase cycle.
Provides ongoing support to HR and other departmental management regarding the interpretation of compensation practices and guidelines.
Recommends, implements, and documents internal process and audit procedures to ensure data integrity.
Participates in compensation surveys and analyzes output of compensation surveys as compared to current compensation.
Researches compensation surveys available to find and recommend those surveys most relevant to the organization.
Provides input for determining the minimum qualifications and exempt/non-exempt status of the job in conjunction with the Compensation team, department director and manager.
Conducts data analysis and generates compensation reports and presentations to summarize information and results for various constituents.
Maintains position documentation, job descriptions, job codes, and job families within the HRIS system.
Reviews job descriptions, completes market based job evaluations, and makes recommendations.
Conducts job analysis and evaluation to ensure accurate, complete and current job descriptions by interviewing department directors, managers, or supervisors and compiling this information into final form as necessary.
Provides input on compensation related to recruitment trends and market sensitivity of specific positions.
Develops requests for proposals (RFPs) and work with consultants as appropriate.
Provides assistance to departmental management in restructuring and reorganizing by providing feedback regarding duties performed and how duties may be reassigned and on departmental structure based on knowledge of how other departments are organized.
Conducts initial market review analysis and prepares initial salary increase recommendations for review by HR leadership.
Prepares market review communications, reports, and costing as well as facilitates increase processing in the HRIS.
Develops and conducts training for leadership and talent acquisition team on compensation guidelines, laws, and best practices.
PHYSICAL REQUIREMENTS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Extended periods of sitting.
Extended periods of computer usage.
WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Standard, high volume office environment.
SKILLS AND ABILITIES:
Must have and maintain a working knowledge of federal and state labor laws related to compensation and all aspects of human resources.
Must have an ability to organize and prioritize multiple projects.
Must have and demonstrate an ability to communicate both orally and in writing in a clear and concise manner.
Must have an ability to understand and assess the institution s culture and acceptability and impact of current and proposed policies and procedures as those related to compensation and information systems.
Must have strong analytical and problem solving skills.
Must have a thorough knowledge of Microsoft Access, Excel, and HRIS systems.
Must have ability to maintain high level of confidentiality.
Must have the ability to using report writing skill and to extract data and conduct analysis using various systems and tools.
Date Reviewed/Revised: September 2017
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
* Please view Equal Employment Opportunity Posters provided by OFCCP here http://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm.
* The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)