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COMPENSATION SPECIALIST

Albuquerque, NM
Job ID 14429978 Date posted 11/08/2018
Position Summary:Administer compensation policies, procedures and practices. Participate in market surveys to develop competitive salary structures. Develop and update job descriptions, evaulate jobs and individual pay placements. Analyze compensation requests. Administer pay adjustment and pay program pay-outs and support other deadline driven processing. Administer and audit the Compensation Database. Ensure adherence to Hospitals and departmental policies and procedures. No patient care assignment.

Related Education and Experience may be substituted for one another on a year for year basis.Accountability:
  • COMPENSATION - Maintain and update pay grades and ranges, pay codes, pay calculation tool. Perform periodic audits of the pay grades and ranges and pay codes to ensure accuracy and consistency

  • COMP REQUESTS - Analyze compensation requests and prepare recommendations for Mgr Compensation review; process approved changes and notify managers of approved/denied compensation changes

  • MARKET - Participate in market surveys, evaluate pay survey data, market and economic trends; identify competitive position and recommend ranges, adjustments and hiring rates for pay structures and individual rates as appropriate

  • JOB PLACEMENT - Evaluate placement of jobs, conduct job or desk audits, analyze jobs and determine pay grades and ranges based on survey data and internal equity/structure, conduct other audits to identify compensation needs or assess equity

  • CONTRACTS - Implement compensation changes resulting from Union contracts and MOU's, draft and distribute resulting communications

  • ACCRUALS - Administer employee accruals consistent with policy; oversee and audit accrual payouts; prepare reports on accruals; and complete balance transfers and pay-outs

  • PAY ADMINISTRATION - Prepare and process system uploads for pay rate adjustments and compensation plan pay-outs

  • COORDINATION - Coordinate Payroll, Information Technology and Compensation staff to implement system adjustments, new pay ranges or pay rates and other compensation projects

  • INQUIRIES - Respond to inquiries and provide support to managers, supervisors, and employees on policies and procedures regarding pay ranges, promotional and performance pay increase guidelines, pay programs, and other compensation related issues

  • JOB DESCRIPTIONS - Develop and update job descriptions; ensure qualifications and licensure requirements are consistent with classification system and established procedures

  • PAY RATE - Validate individual rates of pay utilizing established policies and procedures; analyze and correct overpayments, underpayments and accrual errors

  • PROJECTS - Oversee and conduct special projects as assigned

  • HRIS - Serve as HRIS resource for testing and process improvements as needed; assist with creation and update of HRIS tip sheets for comp processes; communicate compensation systems processes and enhancements; provide guidance as needed

  • AUDIT - Develop, oversee and conduct various routine and special audits, research and correct data to maintain integrity of programs

  • POLICIES AND PROCEDURES - Review and update policies procedures and regulations; communicate revisions

  • DEVELOPMENT - Enhance professional growth and development through participation in educational programs, reading current literature, attending in-services, meetings and workshops

  • Education Requirements:
  • Bachelor's Degree in related discipline

  • Experience Requirements:
  • 2 years directly related experience

  • Physical Demands Requirements:
  • Sedentary Work: Exerting up to 10 pounds of force occasionally (Occasionally: activity or condition exists up to 1/3 of the time) and/or a negligible amount of force frequently (Frequently: activity or condition exists from 1/3 to 2/3 of the time) to lift, carry, push, pull, or otherwise move objects, including the human body. Sedentary work involves sitting most of the time, but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.

  • Licensure/Certification Requirements - Preferred:
  • Certified Compensation Professional (CCP)

  • Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) Certification

  • Professional licensure as appropriate to the clinical objectives of the unit:
  • Certified Compensation Professional (CCP)

  • Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) Certification

  • Working Conditions Requirements:
  • No or min hazard, physical risk, office environment

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