DIRECTOR, COMPENSATION

The University of Maryland Medical System (UMMS) is an academic private health system, focused on delivering compassionate, high quality care and putting discovery and innovation into practice at the bedside. Partnering with the University of Maryland School of Medicine, University of Maryland School of Nursing and University of Maryland, Baltimore who educate the state's future health care professionals, UMMS is an integrated network of care, delivering 25 percent of all hospital care in urban, suburban and rural communities across the state of Maryland. UMMS puts academic medicine within reach through primary and specialty care delivered at 11 hospitals, including the flagship University of Maryland Medical Center, the System's anchor institution in downtown Baltimore, as well as through a network of University of Maryland Urgent Care centers and more than 150 other locations in 13 counties. For more information, visit www.umms.org.

Under guidance of the VP of Total Rewards, responsible for identifying, evaluating, recommending, and ultimately implementing team member and executive compensation programming and improvements to the internal and external processes used by Compensation in managing routine, annual and special projects.  Emphasis on the effective use of the technology available through the INFOR, Pay Scale/Market Pay, Case Management and other software systems and tools available at UMMS.  Assures through thorough audits, reports, and personal contact that system programs are consistently documented and administered in compliance with organization policies and government regulations.

Principal Responsibilities and Tasks

The following statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all job duties performed by personnel so classified.

• Using knowledge of and research on current trends, recommends program/tool revisions as well as new programs in support of and consistent with the organization’s objectives. This may include simplification of job structure/pay grades, modification to YOE and TYM tools.   Develops analytical standards, program policies and internal/external procedures for consistent and equitable execution and implementation of compensation programs.
• Provides advice to management on pay decisions, policy and guideline interpretation, and job design ensuring the delivery of creative solutions to specific compensation-related programs.
• Directs work of the compensation team. Responsible for overseeing the effective use of the Compensation Management tools (currently Pay Scale/Market Pay, INFOR and Enwisen Case Management) by the Compensation staff. Responsible for managing and reporting adherence with established SLA’s (Service Level Agreement).
• Ensures that all compensation tools, policies, and procedures are documented and kept current.  Completes and maintains the inventory of system wide pay practices/policies and ties them to appropriate centralized documentation. Responsible for regularly monitoring/auditing for adherence of pay practices to the relevant policy/procedure documented.
• Leads executive salary and incentive plan administration and calculation/payment of awards as directed. Will collaborate with HR leaders to conduct a comprehensive review of existing Management Incentive program (MIP) and policies, identifies inconsistencies, and develops and leads project plans to harmonize across the system.
• Oversees the hiring, orientation, training of staff.  Provides leadership and technical guidance to staff.  Develops standards of performance, conducts staff performance evaluations and initiating actions such as merit increases, promotions, and disciplinary actions.
• Responsible for the compensation department budget.
• Develops metrics/measurements to report out on compensation programs.  Works with Finance to ensure that corporate budgeting/financial reporting provide appropriate data for management review and analysis.
• Works with human resources and operational leaders as needed to prepare market adjustment recommendations for quarterly review by various governance structures (Executive Committees/Councils).
• Stays current on regulatory changes impacting compensation policy or procedures and leading any changes needed for compliance including FLSA, ADA and wage and hour laws.
• Perform all other duties as assigned.

Education and Experience

• Bachelor’s degree in business, Human Resources or related field required.
• Eight (8) years minimum of experience in leading compensation initiatives and managing/administering compensation programs, leading and training staff, required. 
• Healthcare industry experience
• Masters degree in Finance, Human Resources or related field preferred.
• Certification in Compensation (CCP), Human Resources or a related field preferred.   

Knowledge, Skills, and Abilities

• Detailed knowledge of government laws and regulations as they apply to base and incentive compensation programs.
• Demonstrated experience in implementing and analyzing compensation programs for all levels in an organization including executive, professional, specialty, exempt and non-exempt.
• Demonstrated high level analytical and problem-solving skills and business acumen.
• Demonstrated strong skills in power point development and spreadsheet analysis, as well as HRIS are required. Knowledge of INFOR Human Capital Management is preferred. 
• Demonstrated strong skills in highly effective written and verbal communication, presentation, and interpersonal skills; these are required to work successfully with various levels of administrative and management personnel including senior executives.
• Demonstrated effectiveness in new program design, customer service and project management.
• Ability to develop and manage vendor relationships

All your information will be kept confidential according to EEO guidelines.