Position Title:

Administrative Director, Compensation

Department:

Total Rewards

Job Description:

General Description:

The Administrative Director Compensation reports directly to the Vice President Total Rewards and is directly accountable for leading the implementation and execution of strategic compensation initiatives, administration, planning, audits, development, and analysis of OU Health integrated system compensation programs. The role accountabilities include ensuring market pricing, job evaluation, job architecture, cost modeling, short- and long-term bonus and incentive compensation plans, non-qualified deferred compensation plans, and policy development/administration are aligned to OU Health’s People and Culture Aspirations. In partnership with the Vice President of Total Rewards supports executive compensation.

Essential Responsibilities:

Responsibilities listed in this section are core to the position and are subject to expand as the human resources system continues the journey to excellence.

1. Drive Total Rewards Strategy through Design, Implementation and Administration of Compensation Plans and Programs

a. Lead the Job Architecture Framework and make recommendations for enhancements.
b. Review the Salary Structure and make commendations for improvement.
c. Evaluate the effectiveness and competitiveness of the compensation plans by compiling and analyzing statistical data from internal and external market sources.
d. Monitor spending and budgets throughout the year to advise on trends and implications for ad-hoc compensation decisions.
e. Will lead complex projects over multiple sites.
f. Collaborate with HRIS team to identify system improvements and enhancements; recommend and implement solutions, including configuration and acceptance testing.

2. Staff Engagement & Support

a. Accountable for team member relations, leadership/talent development, talent review and assessment processes, succession planning, role-based competency development, etc.
b. Evaluate reports, decisions, and results of department initiatives in relation to the established goals.

3. Integrated System Compensation Programs

a. Proactively develop and foster collaborative working relationships with key leaders across various functional areas and drive key compensation priorities to completion.
b. Enlist and partner with Finance to accurately assess fiscal impact of any compensation modifications.
c. Assist in preparation of materials for Executive Leadership Team and Compensation and Benefits Committee of the Board as required.
d. Lead a variety of analytical complex tasks including variance and sensitivity analyses, compensation, and other activities to support process improvements.

4. Compensation and Policy Administration

a. Lead and drive the process to evaluate effectiveness of compensation philosophy, strategy, methodology and approach to be followed in pay administration. This includes budget analysis and recommendations, modeling results, and setting up the compensation support tool to comply with methodology and budgets. Review and analyze results and present to Vice President of Total Rewards & HRIS for approval.
b. Provide guidance on compensation recommendations related to pay increases, premium pay, career paths, and premium pay relative to trends and best practices.


5. Evaluate and advise on industry trends and metrics.

a. Proactively monitors healthcare industry benchmark for academic medical centers (AMC’s), MGMA, and other national and regional benchmarks for changes that that might affect OUH's Compensation initiatives; identify and make recommendations to Vice President of Total Rewards & HRIS for action.
b. Research and recommend innovative solutions to complex compensation issues.
c. Manage all periodic processes associated with Compensation plans/programs, including rollout strategies, communication, planning and leading compensation review cycles, policy, and implementation.
d. Analyze compensation metrics and provide results; establish ongoing reporting for review, recommendation, and trends.
e. Perform ad-hoc analysis and manage special projects.

Minimum Qualifications:

Education: Bachelor’s degree in human resources or financial field (Accounting, Finance, Economics, Business Administration, or related business field required). Master’s degree is preferred.

Experience: Minimum seven (7) years of progressively responsible experience in compensation, financial analysis with at least five (5) years of increasingly responsible relevant management experience at the system or corporate level. Experience in a large healthcare system preferred.

License(s)/Certification(s)/Registration(s) required: Certified Compensation Professional (CCP) preferred or must secure within 12 months from date of hire.

Knowledge, Skills, and Abilities:

1. Advanced investigative, analytical skills, and advanced compensation experience.
2. Experienced in developing, maintaining, and engaging working relationships across divisions/departments.
3. Experienced with Workday and MarketPay preferred.
4. Communication and interpersonal skills; successful engagement with individuals at all levels of an organization.
5. Accuracy and diligence in work.
6. Strong Microsoft software programs with exceptional skills in Excel, Power Point, and Word.
7. Experienced in the application of federal, state, and local laws and regulations relating to physician/provider compensation, especially as it relates to fair market value evaluation is preferred.
8. Experience in organizational policies, procedures and processes related to compensation.
9. Experience with working independently, prioritizing workload, and being flexible to change.
10. Knowledgeable/ understanding of continuous process improvement (CPI) and proven history of applying (CPI) to processes.
11. Subject matter expertise and passion for compensation.
12. Highly collaborative with exceptionally strong creative thinking.
13. Ability to flex and adapt to changing business needs and various styles and approaches.
14. Able to operate at all levels of the organization, cross-functionally and cross geography.
15. Strategic visionary with analytical depth, exceptional judgment, and strong project-management focus.
16. Aligning Human Resources value propositions with total rewards strategy.
17. Proactively anticipating needs and using trends/analytics to drive key decisions.
18. Successfully managing multiple projects simultaneously, focusing on top priorities and high impact economic and behavioral drivers

#cb

Current OU Health Employees - Please click HERE to login.

OU Health is an equal opportunity employer. We offer a comprehensive benefits package, including PTO, 401(k), medical and dental plans, and many more. We know that a total benefits and compensation package, designed to meet your specific needs both inside and outside of the work environment, create peace of mind for you and your family.