Location:Chicago, Illinois
Business Unit:Rush Medical Center
Hospital:Rush University Medical Center
Department:Total Rewards
Work Type:Full Time (Total FTE between 0. 9 and 1. 0)
Shift: Shift 1
Work Schedule:8 Hr (8:00:00 AM - 5:00:00 PM)
Rush offers exceptional rewards and benefits learn more at ourRush benefits page(https://www.rush.edu/rush-careers/employee-benefits).
Pay Range:$69.41 - $116.61 per hour
Rush salaries are determined by many factors including, but not limited to, education, job-related experience and skills, as well as internal equity and industry specific market data. The pay range for each role reflects Rush’s anticipated wage or salary reasonably expected to be offered for the position. Offers may vary depending on the circumstances of each case.
Summary:
Under the leadership of the Associate Vice President, Total Rewards, the Director, Workday Compensation will be responsible for setting strategic direction for Director, Workday Compensation programs at Rush. This role will lead a team that will work closely with HR Partners and senior leaders across the organization in the development, implementation, communication, and administration of the Workday Compensation project. Exemplifies the Rush mission, vision and ICARE values and acts in accordance with Rush policies and procedures.
Other information:
Required Job Qualifications:
• Bachelor's Degree in Human Resources related field required.
• Seven years of experience with a focus on core compensation practices and design of compensation programs.
• Prior supervisory and project management experience.
• Knowledge of local, federal, and state compensation regulations.
• Experience in Hospital and University settings.
• Excellent communication skills to present new programs and advise on issues in clear and concise manner.
• Strong management skills with the ability to lead others in projects and through change management.
• Strong analytical skills using both qualitative and quantitative data to understand and summarize data for recommendations to management.
• Highly proficient at Excel and a strong understanding of HRIS software.
• Ability to interpret governmental regulations.
• Ability to interact professionally with all levels of employee.
Preferred Job Qualifications:
• Master's degree.
• Certified Compensation Professional (CCP).
Responsibilities:
1. Oversees the development, implementation, and communications of compensation programs and policies ensuring their alignment with the organization's Pay Philosophy and compliance with local, state and federal regulations.
2. Builds strong relationships among Compensation Team, HR Operations and HR Partners to assure effective and timely collaboration with senior management when evaluating compensation for organization jobs and developing programs and innovative compensation solutions.
3. Provides consultation and serves as point of escalation of issues for HR Partners and Management and ensures adherence to and consistency of application of compensation policies and practices.
4. Manages compensation projects and processes to optimize utilization of resources and timely deliverables.
5. Leads large-scale compensation activities including the annual merit process.
6. Analyzes effectiveness of compensation programs by compiling and analyzing internal and market data to identify areas of improvement and makes recommendations based on industry trends and best practices that supports the organization's ability to attract and retain key employees in a cost effective competitive manner.
7. Works closely with the Dean's Office, Office of Legal Affairs and compensation consultants, as needed, on physician compensation analyses and projects.
8. Maintains compliance with Rush's Physician Review and Approval Guidelines and keeps abreast of changes in the physician compensation regulatory landscape (i.e., Stark, Anti-kickback, etc.)
9. Partners with HR Operations in the implementation and improvement of compensation and total reward systems and tools.
10. Supervises the assessment of Rush's competitive pay positions in the markets in which Rush competes through participation in and purchase of appropriate benchmark salary surveys to ensure resources are available to support the organization's pay practices and philosophy.
11. Drives development of the employees in the compensation team by providing regular feedback, performance evaluations, employee engagement, and talent management.
12. Keeps apprised of federal, state and local compensation laws and regulations to ensure organizational compliance.
Rush is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.
