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Human Resources & HRIS

Empowering People to Improve Health

At Kaiser Permanente, our organization is all about people — as individuals and as a team. We may be 200,000+ employees and physicians strong, but we act as one when it comes to empowering our members, colleagues, and communities to achieve their goals.

Director, Compensation Consulting

Location: Pasadena, CA Additional Locations:
Job Number: 786140 Date posted: 04/16/2019
This director level position is primarily responsible for directing the implementation of compensation policies and programs, directing the development and execution of compensation analysis plans across the organization, and overseeing executive and non-executive market pricing analysis.This position oversees salary planning and salary range development for multiple business units, directing the development and administration of job descriptions, job evaluations, and salary surveys, manages programs or compensation of large cross-functional projects, and plans, develops, implements, and evaluates HR compensation strategies, programs, and policies in partnership with executive HR leadership.

Essential Responsibilities:

  • Demonstrates continuous learning and maintains a highly skilled and engaged workforce by aligning resource plans with business objectives; overseeing the recruitment, selection, and development of talent; motivating teams; preparing individuals for growth opportunities and advancement; staying current with industry trends, benchmarks, and best practices; providing guidance when difficult decisions need to be made; and ensuring performance management guidelines and expectations drive business needs.

  • Oversees the operation of multiple units and/or departments by identifying customer and operational needs; analyzing resources, costs, and forecasts and incorporating them into business plans; gaining cross-functional support for business plans and priorities; translating business strategy into actionable business requirements; obtaining and distributing resources; setting standards and measuring progress; removing obstacles that impact performance; guiding performance and developing contingency plans accordingly; and ensuring products and/or services meet customer requirements and expectations while aligning with organizational strategies.

  • Directs the implementation of compensation policies and programs by serving as a lead subject matter expert on compensation related issues; interacting proactively with executive leadership to ensure the implementation of programs align with KP's strategic business and HR imperatives; providing insight and influence on the development of program proposals; overseeing efforts to ensure compliance with state and federal regulations and directing appropriate courses of action; serving as an escalation point for external audits/inquiries; and directing the review and maintenance of compensation matters (e.g., salary structure, FLSA exemptions, incentive plans).

  • Directs the development and execution of compensation analysis plans across the organization by analyzing situations and/or proposals to determine the best strategy; and communicating plans internally and externally with executive leadership.

  • Oversees executive and non-executive market pricing and analysis by reviewing compensation survey data to determine company's competitive position; participating in salary surveys; assessing competitive labor market trends; influencing executives and business leadership regarding salary structures and market positioning; and ensuring equitable and competitive employee compensation.

  • Oversees salary planning and salary range development for multiple business units by reviewing and approving proposed salary adjustments; influencing corrective or alternative actions to resolve issues; approving requests for new or revised classifications; guiding KP's total rewards strategy; establishing salary structures; developing salary budgets; ensuring the achievement of equitable, competitive, and consistent employee compensation; designing and managing incentive and bonus plans; and developing and reviewing compensation policies and practices

  • Directing the development and administration of job descriptions, job evaluations, and salary surveys by ensuring jobs are audited for content; reviewing job descriptions to ensure they reflect job responsibilities, 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 executive HR leadership by developing short- and long-range department goals, programs, and policies; ensuring the Compensation department supports and is aligned with business initiatives; consulting with Human Resources Business Partners, Legal, and ELR Consultants; influencing strategic compensation program design and development; establishing and sustaining strategic relationships with key stakeholders; developing service level agreements; and reporting on successes against metrics.

  • Minimum Qualifications:

  • Minimum four (4) years supervisory experience.

  • Bachelor's degree in Human Resources, Business, Social or other sciences, Public Administration or related field and Minimum ten (10) years experience in human resources, finance, or business operations, including at least 5 years experience in compensation. Additional equivalent work experience in a directly related field may be substituted for the degree requirement.

  • Preferred Qualifications:

  • Four (4) years experience working cross-functionally across departments, functions, or business lines.

  • Four (4) years experience working across multiple HR disciplines (e.g., Compensation, Benefits, Talent Acquisition, Generalist, etc.).

  • Three (3) years health care experience.

  • Four (4) years experience managing operational or project budgets.

  • Two (2) years experience working in a unionized environment.

  • Master's degree in Human Resources, Business, Social or other sciences, Public Administration or related field.

  • Senior Human Resources Professional Certification (SPHR).

  • Certified Compensation Professional (CCP).
  • Primary Location: California,Pasadena,Regional Offices-Walnut 393 E. Walnut St. Scheduled Weekly Hours: 40 Shift: Day Workdays: Mon, Tue, Wed, Thu, Fri Working Hours Start: 8:00 AM Working Hours End: 5:00 PM Job Schedule: Full-time Job Type: Standard Employee Status: Regular Employee Group/Union Affiliation: Salaried, Non-Union, Exempt Job Level: Director/Senior Director Job Category: Human Resources / HRIS Specialty: Comp Admin Department: National Compensation Travel: Yes, 10 % of the Time Kaiser Permanente is an equal opportunity employer committed to a diverse and inclusive workforce. Applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy), age, sexual orientation, national origin, marital status, parental status, ancestry, disability, gender identity, veteran status, genetic information, other distinguishing characteristics of diversity and inclusion, or any other protected status.

    External hires must pass a background check/drug screen. Qualified applicants with arrest and/or conviction records will be considered for employment in a manner consistent with federal and state laws, as well as applicable local ordinances, including but not limited to the San Francisco and Los Angeles Fair Chance Ordinances.

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