Compensation Specialist, HR​/Recruitment

Overview

Company Description

At Lucile Packard Children’s Hospital Stanford, we know world-renowned care begins with world-class caring. That’s why we combine advanced technologies and breakthrough discoveries with family-centered care. It’s why we provide our caregivers with continuing education and state-of-the-art facilities, like the newly remodeled Lucile Packard Children’s Hospital Stanford. And it’s why we need caring, committed people on our team – like you.

Join us on our mission to heal humanity, one child and family at a time.

Job :P

Job Description

JOB SUMMARY

This paragraph summarizes the general nature, level and purpose of the job.

This position provides supports to all levels of hospital staff, including top management, in hospital wage/salary administration policies and procedures. Collaborates with the Sr. Analysts in planning and administering compensation projects; responds to ad hoc project needs; designs and prepares adhoc compensation reports for management; and works with HRIS to implement annual focal increases and coordinate on other system issues. Assists in the analysis of program features relative to costs, operational effectiveness, market competitiveness, internal equity, local/state/federal requirements and impact and value to the organization and employees.

• Responsible for administering compensation programs and evaluations for designated areas within the organization.
• Conducts job audits (content analysis) for new positions or significantly changed positions. Recommends titles and/or pay ranges for audit classifications.
• Participates in the planning and implementation of annual compensation programs such as the annual merit focal review.
• Participates in the preparation of statistical and other reports and presentations concerning Compensation activities.
• Performs analysis of internal and external data and prepares a written summary detailing findings and recommendation. Reviews and obtains approval from Compensation Manager.
• Provides advice to managers and staff on compensation related changes concerning department reorganizations, employee utilization, classification of employees, and promotions.
• Researches available salary data of other health-care facilities to determine the competitive market value of the job. Compares job to internal benchmarks to ensure internal leveling equity.
• Serves a key participant in major cross functional projects or initiative such as the preparations for Union negotiations providing complex analysis and data modeling for decision making.
• Writes new job descriptions based on job audit analysis. Evaluates job content to determine the FLSA exempt status (eligibility for overtime) and assigns the appropriate designation.
• Manages and support invoice/vendor management/contracting. Supports and participates in the annual survey administration process.
• Provides administrative support to the COMPASS committee.

MINIMUM QUALIFICATIONS

Any combination of education and experience that would likely provide the required knowledge, skills and abilities as well as possession of any required licenses or certifications is qualifying.

Education: Bachelor’s degree in a work-related discipline/field from an accredited college or university

Experience: Two (2) years of progressively responsible and directly related work experience.

License/Certification: None Required.

KNOWLEDGE

These are the observable and measurable attributes and skills required to perform successfully the essential functions of the job and are generally demonstrated through qualifying experience, education or licensure/certification.

• Ability to apply judgment and make sound decisions.
• Ability to conduct analysis and formulate conclusions.
• Ability to foster effective working relationships and build consensus.
• Ability to maintain confidentiality of sensitive information.
• Ability to plan, organize, prioritize, work independently and meet deadlines.
• Ability to work effectively with individuals at all levels of the organization.
• Knowledge of local, state and federal regulatory requirements related to areas of functional responsibility and HR.
• Knowledge of the principles, practices, and methodologies in the…