Full employer posting
This senior manager level position is primarily responsible for managing the implementation of compensation policies and programs, managing the development and execution of compensation analysis plans across one or more business functions, and managing market pricing and analysis activities for one or more business units. This position manages salary planning and salary range development for one or more business units, manages the development and administration of
s, job evaluations, and salary surveys, manages programs or compensation components of larger cross-functional projects, and plans, develops, implements, and evaluates HR compensation strategies, programs, and policies in partnership with senior HR leadership. Essential
Pursues professional growth and provides developmental opportunities for others by soliciting and acting on performance feedback; building collaborative, cross-functional relationships; hiring, training, and developing talent for growth opportunities; delegating tasks and decisions; fostering open dialogue amongst departments; strategically evaluating talent for succession planning; setting performance management guidelines and expectations across units; and working closely with employees to set goals and provide open feedback and coaching to drive performance improvement.
Manages designated units by translating business plans into tactical action items; communicating goals and objectives; ensuring all policies and procedures are followed; overseeing the completion of work assignments; assuming responsibility for decision making; aligning team efforts; building accountability for and measuring progress in achieving results; incorporating resources, costs, and forecasts into unit plans; removing obstacles that impact performance; guiding performance and developing contingency plans accordingly; partnering with key stakeholders and business leaders to ensure products and/or services meet requirements and expectations while aligning with departmental strategies; and influencing units to operate in alignment with business objectives.
Manages the implementation of compensation policies and programs by serving as a subject matter expert on compensation related issues; interacting proactively with leadership to ensure the implementation of programs align with KPs strategic business and HR imperatives; providing insight and influence on the development of program proposals; ensuring implementation of programs and practices are in compliance with state and federal regulations and recommending appropriate courses of action; serving as formal point of contact for external audits/inquiries; and managing the review and maintenance of compensation matters (e.g., salary structure, FLSA exemptions, incentive plans).
Manages the development and execution of compensation analysis plans across one or more business functions by analyzing situations or data to determine the best proposal to take forward for communication internally and externally with management. Manages market pricing and analysis activities for one or more business units by reviewing and approving proposed analysis to determine companys competitive position; participating in salary surveys; assessing competitive labor market trends; reviewing salary structures and market positioning; and ensuring equitable and competitive employee compensation.
Manages salary planning and salary range development for one or more business units by reviewing and approving proposed salary adjustments; influencing corrective or alternative actions to resolve issues; approving requests for new or revised classifications; ensuring alignment with KPs total rewards strategy; developing salary budgets; ensuring the achievement of equitable, competitive, and consistent employee compensation; influencing the design of incentive and bonus plans; and developing compensation policies and practices Manages the development and administration of
s, job evaluations, and salary surveys by ensuring jobs are audited for content; reviewing
s to ensure they reflect
, activities, duties, and requirements; and verifying job matching and market pricing. Manages programs or compensation components of larger cross-functional projects by identifying and managing stakeholder contacts; assembling teams based on project needs and team member strengths; developing, analyzing, and managing project plans; negotiating and managing project schedules and resource forecasts; and managing project financials and deliverables.
Plans, develops, implements, and evaluates HR compensation strategies, programs, and policies in partnership with senior HR leadership by implementing short- and long-range department goals, programs, and policies; supporting business initiatives and HR strategies; consulting with Human Resources Business Partners, Legal, and ELR Consultants; ensuring consistent program interpretation and application; establishing and sustaining strategic relationships with key stakeholders; ensuring service level agreements are met; and analyzing and reporting on successes against metrics.
Qualifications Knowledge, Skills and Abilities: (Core) Ambiguity/Uncertainty Management Attention to Detail Business Knowledge Communication Constructive Feedback Critical Thinking Cross-Group Collaboration Decision Making Dependability Diversity, Equity, and Inclusion Support Drives Results Facilitation Skills Health Care Industry Influencing Others Integrity Leadership Learning Agility Organizational Savvy Problem Solving Short- and Long-term Learning & Recall Strategic Thinking Team Building Teamwork Topic-Specific Communication Knowledge, Skills and Abilities: (Functional) Applied Data Analysis Business Acumen Compensation Compensation Laws Consulting Cost Optimization Human Resources Audits Human Resources Data Human Resources Databases Human Resources Policies & Regulations Human Resources Practices and Programs Human Resources and Business Partnership Market Knowledge Market Research Position Requirements Project Management Technical Communication Trend Analysis Written Communication
Minimum two (2) years supervisory experience. Bachelors degree in Human Resources, Business, Social or other sciences, Public Administration or related field and Minimum eight (8) years experience in human resources, finance, or business operations, including at least 4 years experience in compensation. Additional equivalent work experience in a directly related field may be substituted for the degree requirement.
Two (2) years experience (within the last five years) working with intermediate Excel functions, including vlookup, pivot tables, and formulas. Two (2) years experience working in a unionized environment. Scheduled Weekly Hours: 40
Day Workdays: Mon, Tue, Wed, Thu, Fri Working Hours Start: 08:00 AM Working Hours End: 05:00 PM Job
Full-time Job Type: Standard Employee Status: Regular Worker Location: Onsite Employee Group/Union Affiliation: NUE-NCAL-09|NUE|Non Union Employee Job Level: Manager with Direct Reports Department: Oakland Reg - 1950 Franklin - Rgnl -HR Mgmt Support - 0206
$178200 - $230560 / year Travel: No
About the role
This senior manager level position is primarily responsible for managing the implementation of compensation policies and programs, managing the development and execution of compensation analysis plans across one or more business functions, and managing market pricing and analysis activities for one or more business units.