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Associate Director, Compensation

Associate Director, Compensation

Job ID 
2017-3331
# of Openings 
1
Job Locations 
US-IL-Oakbrook Terrace
Category 
Human Resources

More information about this job

Overview

The Associate Director will lead compensation strategies and the development of compensation structures/programs for the organization. Working closely with the CHRO and business leads, he/she will design, implement, and communicate compensation programs that are competitive and support the organization’s strategic objectives and mission. On an ongoing basis, this individual will regularly review the base pay structures and incentive programs to support the company’s retention and recruiting initiatives.

Responsibilities include but are not limited to:

  • Administers and monitors the compensation program; assesses and analyzes external market trends and internal structure equity of the program; reviews and monitors salaries paid under the program.
  • Conducts and/or participates in external compensation surveys and prepares detailed analyses; develops salary ranges and merit guidelines that are competitive and equitable; conducts internal position evaluations to ensure appropriate and equitable positioning of jobs within the salary range; evaluates individual salaries to reduce or eliminate inequities.
  • Conducts regular competitive benchmarking studies to ensure compensation programs are in line, by function and industry.
  • Prepares or reviews and approves job descriptions or revisions to existing job descriptions; ensures that complete, clear and concise descriptions are maintained in accordance with company standards; assures that existing descriptions are reviewed and where appropriate revised as necessary.
  • Evaluates jobs using the Company’s evaluation methodology; ensures that positions are appropriately placed relative to external market and internal equity; reviews changes in wages or salaries for conformance to Company policy.
  • Reviews new hire salaries which are exceptions to policy for conformance and uniformity; monitors the broad banding approach to compensation administration used at the company.
  • Administers the Company’s merit budget and assists in the administration of performance assessment programs; assists in the design, development, implementation and administration of alternate reward programs (e.g. team gainsharing, discretionary bonuses, etc.)
  • Participates in the development and implementation of policies and procedures; identifies need for policy development, researches policy issues, establishes and implements new policies and procedures within assigned areas of responsibility.
  • Interprets HR policies and procedures for department heads and others; ensures that policies and procedures and applicable government regulations are understood and followed.
  • Prepares or assists in the preparation of communications covering compensation topics; responsible for maintenance of compensation records and employee files; compiles and submits periodic reports as required.
  • Counsels management regarding compensation guidelines and policies.
  • Assure corporate compliance with federal and state laws and regulations.  
  • Supervises a compensation analyst.
  • Monitors departmental budget for cost effective utilization.

Qualifications

  • Seven to ten years’ experience in compensation administration and HRIS, including three to five years of supervisory experience, ideally with a non-profit or services organization.
  • Minimum three years’ experience in European and/or Asian compensation administra-tion.
  • Familiarity with benefits is highly preferred.
  • Familiarity with, recruitment, employee relations and compliance issues is desirable.
  • Strong analytical and quantitative reasoning ability as evidenced by course work in statistics, research methods.
  • Ability to complete work independently or as part of a team engaged in multiple project assignments.
  • Experience with HRIS systems and reports.

 

Education

 

An undergraduate degree in Business, Human Resources, or a related field is required.

 

Certification or coursework in pursuit of designation as a Certified Compensation Professional (CCP) preferred.

 

Personal Skills/Attributes/Qualifications

 

  • Possesses excellent communication skills, both oral and written, to coordinate assignments/projects with leaders within the company and with external vendors.
  • Possesses the ability to write clearly and express statistical concepts in a manner understandable to a general audience.
  • Strong business acumen and analytical skills, and an in-depth understanding of financial implications of business decisions. Decisive and logical at thoroughly evaluating issues.
  • Proven ability to strategically evaluate the compensation landscape and forecast adjustments based on market, economic, or competitive changes.
  • Demonstrates a collaborative nature; will build positive and effective business relationships with HR colleagues.
  • Proven ability to consistently and effectively plan, schedule, identify needed resources and obtain commitments to successfully complete work on time and with high quality.
  • Strong attention to detail and focus on quality, accuracy and timeliness; ability to prioritize and plan work activities.
  • Demonstrated perseverance and an ability to move forward in the face of obstacles.
  • An individual of unquestionable integrity, credibility and character who has demonstrated high moral and ethical behavior. Is respectful of all.

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