Compensation Consultant - Sales and Broad

Company

Highmark Health

As part of the Compensation and Recognition Center of Excellence, this job designs, develops, and consults on Sales and broad-based compensation programs and initiatives for the Company and for assigned business units; evaluates and benchmarks current compensation programs to determine competitive position; uses in-depth knowledge, strategic judgment and technical expertise to successfully develop, execute, and communicate compensation programs and processes.

This role can be remote or hybrid. Preferred location is Pittsburgh PA, however will consider other locations for the right candidate. This role will be hybrid if a candidate is 50 miles or less to an office - 3 days a week onsite - T, W. Th.

• Effectively analyze, improve, consult and educate on, and execute various base pay, variable and supplemental compensation programs for the Company and/or assigned business units and/or job families
• Work effectively with business leaders and HR business partners, as well as internal departments including HR Shared Services, HR Technology, Talent, Employee and Labor Relations, and on occasion Legal, IT, Finance and Payroll.
• Plan, implement, and deliver educational tools and meetings with leaders.
• Evaluate and benchmark assigned current base and variable compensation and recognition programs to ensure they’re competitive, and support development of new programs
• Develop and present recommendations and solutions which are cost-effective and aligned with market trends and Company objectives.
• Assist with program transitions on acquisitions and divestitures.
• Assess governance and compliance risk in regions and local subsidiaries, and develop proactive compliance strategies. Partner effectively with Legal and Corporate Affairs, Finance, and HR Technology.
• Collaborate with Talent Engagement Leads, Directors, and Partners (HR Business Partners) and Recruiters to provide consulting and strategic direction on new and changing jobs, compensation and recognition issues, offers, and changes.
• Provide communications, training, and guidance on plans and compliance requirements for administration to Shared Services and the HR Business Partner groups.
• With Talent Engagement Leads, interface with leaders with the organization by providing consultative advice and direction on design and communication issues.
• Manage multiple projects of varying size and complexity.
• Stay current on legislative updates affecting the areas of compensation and benefits, including ERISA, DOL, IRS and HHS agencies.
• Ensure compliance with federal and state guidelines impacting executive compensation programs, and oversee preparation of reports and filings as required by government agencies.
• Remain current on legislative and IRS changes relative to plan regulations, procedure changes and mandated disclosures.
• Confer with vendors and consultants to analyze equity and viability of current compensation programs compared to trends and regulatory requirements. Continually assess the competitiveness of all programs and practices against industry standards and comparable companies.
• Other duties as assigned or requested.

Required

• 5 years of experience in developing, implementing and administering Compensation programs

Preferred

• None

Required

• None

Preferred

• Bachelor’s or Master’s Degree in Business Administration, Human Resources, Finance or related field

Required

• None

Preferred

• CCP (Certified Compensation Professional)
• PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources)

• Superior ability to compile, synthesize, reconcile and analyze data from various sources, draw conclusions and make recommendations
• Intermediate statistical knowledge
• Ability to make decisions, influence others and to gain their support
• Strong business and financial acumen
• Strong written communication skills
• Excellent interpersonal skills and ability to build rapport with HR business partners and company management at all levels, including senior-level executives
• Solid organizational Skills
• A team player; ability to adapt to different styles and develop cooperative relationships with employees at all levels in the organization
• Ability to deal effectively with internal and external stakeholders

None

0% - 25%

Position Type:
Office-based

Teaches / trains others regularly

Occasionally

Travel regularly from the office to various work sites or from site-to-site

Rarely

Works primarily out-of-the office selling products/services (sales employees)

Never

Physical work site required

Yes

Lifting: up to 10 pounds

Constantly

Lifting: 10 to 25 pounds

Occasionally

Lifting: 25 to 50 pounds

Rarely

The job description has been designed to indicate the general nature and essential duties and responsibilities of work performed by employees within this job title. It may not contain a…