Job Information
Surgery Care Affiliates Manager, Compensation in United States
Overview
SCA, a leader in the outpatient surgery industry, strategically partners with health plans, medical groups and health systems across the country to develop and optimize surgical facilities. SCA operates more than 210 surgical facilities, including ambulatory surgery centers and surgical hospitals, in partnership with approximately 7,500 physicians. For more information on SCA, visit www.scasurgery.com.
Responsibilities
Reporting to the Director Compensation, the Manager Compensation is responsible for leading broad-based, variable, and executive compensation support activities for the Facility Operations segment of the Enterprise including but not limited to job evaluations, market pricing and benchmarking, salary surveys, incentive plan designs, process mapping, policy interpretation, compensation database and system maintenance and administration, analytical and reporting support and/or job description development in support of the Compensation department’s service delivery model. This role will be tasked with providing compensation consultation for various business stakeholders including qualifying business problems, identifying potential solutions, and influencing business leaders to make decisions aligned with the Enterprise’s compensation programs, policies, and procedures. These activities will require cross functional collaboration to support compensation initiatives on a broad departmental, group or company-wide basis and/or complex project basis. In addition, the role will have be responsible for the managing and developing a team of Compensation Analyst(s) and leveraging that partnership to address organizational and client needs such as conducting compensation analysis, performing financial modeling, and creating recommendations based on organizational needs, strategy, goal setting objectives, and desired outcomes. An ideal candidate will have excellent verbal and written persuasive communication skills, as well as math, analytical, and statistical skills with advanced proficiency in MS Excel including Macros and Power BI. Ideal candidate will also be able to handle sensitive and confidential information while demonstrating strong judgment and integrity aligned with SCA values.
Responsible for working with highly sensitive and confidential information and maintaining the confidentiality of the information used during the normal course of business.
Manages salary survey submission process and benchmark database maintenance. Reviews salary survey results and provides recommendations on additions/deletions of benchmark jobs in use.
Provides analytical support in complex aspects in the development of merit budgets, salary structure modifications, and incentive plan data gathering and reporting.
Oversees Enterprise Compensation and HR databases and guides team on access, changes, maintenance, and assures the quality and accuracy of data.
Supports and leads complex economic and cost impact models of compensation initiatives for individually assigned activities or as part of larger Compensation department initiatives.
Lead consultative point of contact to management in the review of complex pay changes on an individual level (e.g., promotions, transfers, etc.), or enterprise-wide basis, (e.g., merit planning cycles, etc.).
Keeps current in all aspects of compensation through formal and informal training, participation in local and national professional organizations, continuous learning and reading, and general professional curiosity.
Manages complex ad-hoc Compensation projects, analyses, and requests including but not limited to acquisitions, integrations, and divestitures.
Ownership of the Facility Operations Annual Compensation Planning activities (merit pay and bonus administration)
Ownership of the Facility Incentive Enrollment Process including budgeting, accruals, reporting, and administration support.
Ownership of the development of incentive compensation plan designs (e.g., annual Facility incentive plans, semi-annual incentive plans, local incentive compensation, etc.) and assures model validation and alignment with goals, forecasts costs and develops the communication plans, tools to measure attainment against plan, and calculation of potential award amounts.
Consults business leaders, HR leaders, HR Business Partners, Talent Acquisition teammates, and others across the organization on many aspects of SCA’s compensation philosophy, teammate value proposition, market pricing, internal equity, job evaluation, broadband structures, and other aspects of compensation to ensure SCA effectively recruits and retains top-tier talent.
Develops, analyzes, and makes recommendations for compensation programs in support of specific business units within the Company to ensure they are competitive within the market, position, and industry. Partners with senior level executives to present programs, answer questions, and gain approval of compensation programs.
Assists with the enhancement of the compensation aspect in HR information systems (UKG, iCIMS, Service Now) to ensure service delivery on strategies and initiatives.
Ensures adherence to organization’s compensation-related policies, procedures and regulations.
Comply with local, state, and federal wage regulations.
Qualifications
Bachelor’s degree required.
Minimum of 5 years of compensation experience required.
Minimum of 2 years of management experience required.
Experience with confidentiality requirements associated with the practice of Human Resources, Compensation and/or Finance.
Excellent written and verbal communication skills.
Needs to be a motivated self-starter with excellent time management skills.
Managing competing priorities and hitting deadlines is a must.
Experience working with and applying compensation techniques, job evaluation, salary survey practices and methodologies, salary program development, job documentation, the elements of total rewards, and target setting concepts.
Experience with incentive compensation plan designs, development, deployment, and measurement.
Experience with maintaining, administering or using compensation systems and knowledge of HRIS analytics as they pertain to compensation functions.
Knowledge of basic accounting and financial principles and the requirements of collaborating with Finance on relevant compensation activities.
Experience working with EEOC, OFCCP and other compliance requirements
Experience applying the principles of the Fair Labor Standards Act and its applicability to the job evaluation process.
Intermediate level skill in Microsoft Word (for example: inserting headers, page breaks, page numbers and tables and/or adjusting table columns).
Advanced level skill in Microsoft Excel (for example: using VLOOKUP function, IF statements and other conditional logic, creating a pivot table, pivot chart, etc.).
Intermediate level skill in Microsoft PowerPoint (for example: applying a theme, formatting character spacing, inserting a picture, changing slide layout and theme colors, adding transitions, customizing slide numbers, changing chart style and/or formatting font).
Willing to travel up to 10% of the time for business purposes (within state and out of state).
USD $100,000.00/Yr. USD $140,000.00/Yr.