Senior Director,Compensation & HRIS- Johns Hopkins Health System
Johns Hopkins employs more than 20,000 people annually across our health system. Upon joining Johns Hopkins, you become part of a diverse organization dedicated to its patients, their families, and the community we serve, as well as to our employees. Career opportunities are available in academic and community hospital settings, home care services, physician practices, international affiliate locations and in the health insurance industry. If you share in our vision, mission and values and also have exceptional customer service and technical skills, we invite you to join an employer that is a leader and innovator in the healthcare field. Position Summary Senior Director is responsible for responsiveness to our customera€ (TM) s needs and is responsible for overseeing the planning, development and administration of the compensation program and directing the annual salary planning process. Serves as a resource for JHH/JHHS management in resolving pay related concerns. Directs the activities of the compensation team ensuring that business rules are adhered to. This position is responsible for staying current with industry trends, benchmarks, and best practices and providing guidance when difficult decisions need to be made. The Senior Director drives the execution of multiple work streams by identifying customer and operational needs; analyzing resources, costs, and forecasts and incorporating them into business plans. The position is responsible for gaining cross-functional support for business plans and priorities; translating business strategy into actionable business requirements; obtaining and distributing resources; setting standards and measuring progress; removing obstacles that impact performance; and guiding performance and developing contingency plans accordingly. The Senior Director is responsible for the HRIS team who design, validate, implement, enhance, and support existing and future HR enterprise-wide systems and innovative reporting solutions in support of strategic human resource initiatives. The HR DSM team works with various HR departments to develop operational measures, targets, and thresholds. Sr. Director directs the efforts of the HR DSM team and ensures that projects are delivered on-time, on-budget and meet the goals and objectives. #LI-FF1Major Responsibilities Develop and manage department budget to include salaries and all expenses. Gather, correlate, and interpret data, and resolve and recommend solutions to pay problems. Make independent judgments and recommendations on the job content and pay grades, salary placement, job specifications, and confidentiality of information on a continuous basis. Ability to oversee projects to completion, and meet deadlines. Supervise staff (exempt and non-exempt), assign work, provide feedback, train, hire, discipline, etc. Performs critical thinking necessary to evaluate multiple sources of data in determining trends to redesign compensation plans and evaluate costs. Assists upper management with compensation issues by providing recommendations and analysis to support same. Must be able to interpret pertinent laws, policies and procedures. Education & Experience: Bachelor's degree in Business, Accounting, Finance, Human Resources Management or related field. Masters preferred Three (3) years of experience in a supervisory capacity or five (5) years in a lead capacity. Two (2) years of experience working closely with senior leadership. Eight (8) years of progressive experience in the design and administration of compensation systems including job evaluation, data acquisition and analyses, survey completion and analysis, job description development, pay policy interpretation, performance management, merit and incentive pay. Three (3) yearsa€ (TM) experience in managing an application software environment such as an ERP as well as database and change administration CCP or SPHR preferred. Knowledge: Thorough knowledge of the Civil Rights Act, Equal Pay Act, Fair Labor Standards Act and personnel administration theories and practices. Thorough knowledge of compensation tools and programs. Knowledge of performance management programs and alternative rewards systems. Strong knowledge in all facets of the Compensation System, including base pay, incentive compensation plan design and administration, job evaluation and/or grade structures, market survey. Knowledge of computer applications related to the analysis of compensation data including spreadsheets, databases and word processing. Knowledge of Human Resources practices including Employment, EEO/AA, Labor Relations, Benefits and Safety and their relationship to Compensation practices. Skills: A high level of analytical ability necessary to gather, correlates, and interprets data, and resolve and recommend solutions to pay problems. Substantial interpersonal skills in order to interact with employees and management at all levels in problem resolution and ability to interact with external sources for survey data collection. Ability to make independent judgments and recommendations on job content and pay grades, job specifications, and confidentiality of information on a continuous basis. Ability to meet deadlines and to work with detailed information such as survey results. Demonstrated ability with HRIS and computer applications in order to generate reports and resolve complex mathematical/financial/statistical problems. Strong ability to partner, consult and communicate with other HR team members and management, including Enterprise Business HR, Recruiting, Labor Relations and Performance Management. Johns Hopkins Health System and its affiliates are Equal Opportunity/Affirmative Action employers. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, disability, protected veteran status, and or any other status protected by federal, state, or local law. .