2. Provides support to Human Resource team members on retention, rewards and recognition programs and providing and analyzing needed data for team members to make informed decisions.

3. Asses, costs, designs, analyzes, and implements both internal and external compensation practices, recommending improvements for staff and leadership compensation programs.

4. Manages and participates in job audits, various analyses, governmental reporting and salary/job surveys, including, creating and updating job descriptions, evaluating jobs, performing market searches, analyzing data, and making applicable recommendations to leadership.

5. Review and monitor employee pay and recommend reviews.

6. Serves as a resource to managers, HR staff, and Leadership regarding compensation issues and market trends related to compensation; provides advice on pay decisions, policy and guideline interpretation, and job evaluation.

7. Supports Leaders in the creating and updating of positions and job descriptions.

8. Provides reports to Human Resource team members to help information hiring and retention decisions.

9. Supports third-party external audits in maintaining integrity through our systems and procedures to ensure we are in alignment with State and Federal laws and annual compensation surveys.

10. Conducts and analyzes weekly and bi-weekly internal audits and makes any recommended adjustments.

11. Partners with the Human Resource Information Systems (HRIS) team and Leadership to evaluate current processes and recommend improvements.

12. Coordinates, develops, and provides education, training, and materials to Leaders and employees on compensation policies, guidelines, and practices.

13. Conducts the annual increase and management incentive plan (MIP) processes and collaborates with leaders on eligibility, guidelines, policies, and procedures.

14. Ensures all compensation procedures are documented and added/modified/updated throughout the year.

15. Stays abreast on all Compensation initiatives and maintain a working knowledge of compensation programs throughout the organization.

16. Other duties as required.

· Education: Bachelor’s degree in human resources or business administration, or related field required; master's degree preferred.

· Years of relevant experience: Minimum three (3) years of experience in compensation preferably in a healthcare or medical facility setting or a minimum of (5) years of experience in a related field.

· Licensure: None

· Certification: Certified Compensation Professional (CCP), Professional in Human Resources (PHR), and/or Senior Professional in Human Resources (SPHR) certification preferred.

· Years of supervisory experience: None.