The Role
Based in Tampa Bay, FL, the Compensation Business Partner (Director) will lead the design, implementation and administration of compensation policies, programs and procedures for one of the largest health systems in the US. This role will oversee key compensation business processes for assigned markets.
The Compensation Business Partner provides leadership, guidance and influence to HRBPs and cross functional team leaders, ensuring they have the tools, support and education required to effectively perform in their roles while growing their careers.
The individual serves as a subject matter expert within the organization, ensuring that base pay, incentive pay, and other pay programs are externally competitive and internally equitable and meet regulatory requirements. This role collaborates frequently with the market/facility executives, and market/facility HR to ensure sound, strategic recommendations are presented and a competitive wage position exists in the marketplace.
Reporting directly to the division CHRO, The Compensation Business Partner collaborates with the Benefits team to understand Total Rewards and market competitiveness. They are proactive in identifying educational and other opportunities for improvement while supporting the development of communication strategies and tactics for implementation of new compensation policies, programs, and procedures.
Candidate Profile
The successful candidate for this role will bring a set of skills and experiences with demonstrated ability in job and pay architecture, market pricing, incentive plan design, executive compensation, premium pay program administration and other compensation initiatives that support the business strategy.
In terms of performance and personal competencies required for the position, we highlight the following:
Job Responsibilities:
- Responsible for leading compensation operations at all levels to ensure organizational effectiveness and efficiency.
- Partners with assigned markets to understand business needs and proactively applies compensation knowledge to develop solutions.
- Presents data-driven insights through storytelling to convey complex concepts.
- Supports and participates in executive presentations for assigned markets, effectively communicating market pricing results and compensation planning recommendations.
- Serves as a trusted advisor/resource to HR Business Partners and functional leaders in assigned markets.
- Stays informed of industry best practices to strategically formulate recommendations to continually improve/optimize policies and programs.
- Prepares policy, program, and procedure drafts, drawing from committee input, best practices, and credible published sources to inform recommendations.
- Leads development of impact analysis for new or revised programs, to inform an understanding of facility variances, potential people/cost impacts, and communication needs.
- Effectively communicates compensation programs and practices to HR Business Partners and others as required.
- Regularly audits proposed salary actions to ensure they are within the philosophy, policies, and budget limits of the System and business unit.
- Collaborates with HRIS and HRSS to facilitate appropriate system and knowledge base updates for compensation programs.
- Serves as a resource regarding pay practices and policies; Provides advice to managers/directors on new or nonroutine compensation decisions for employees, policy and guideline interpretation, and job evaluations.
Knowledge, Skills and Abilities:
- Expert analytical and problem-solving skills.
- Ability to organize and visualize data.
- Ability to understand, translate, and communicate statistical information (e.g., regression analysis).
- Strong organizational skills.
- Ability to influence, train and mentor others.
- Expert in Microsoft Office Suite, particularly MS Excel.
- Human Capital Management (HCM) experience.
- Healthcare compensation knowledge and experience.
Qualifications:
- Bachelor’s degree in business, HR or related field.
- 5 years of experience in compensation or HR related role.
- Experience supporting large employee populations.
