Director, Compensation (Head)

Inova Fairfax Hospital (Falls Church, Va.)
Falls Church, VA
Sep 25, 2021
Sep 27, 2021
Full Time
Facility Name Inova System Offices Job Description Role Overview We are seeking a strategic compensation professional to lead Inova's system-wide compensation function. The Director of Compensation will be responsible for advancing our compensation transformation journey through elevating programs, protocols and the compensation consultant-client dynamic. Leading a team of five and leveraging external consultants, the Director must be a strong, collaborative manager with a passion for team management and development. This position reports to the Vice President of Human Resources. This role will be based in the Inova System Office in Falls Church, VA. This opportunity is telework/remote work eligible. Responsibilities and Duties Administration: Responsible for daily operation of Inova Health System Compensation, continually seeking operational efficiencies and for reducing compensation cost-structure. Responsible for administering the successful strategic and tactical development, implementation, maintenance and communication of Inova Health System's compensation programs and processes. Manage the development of regular reports to track and trend progress with respect to employee satisfaction, management issues and alignment to Inova's strategic goals and tactics. Leads team of compensation staff who work with functional and Inova facility management and HR staff to design, implement and administer compensation plans that incorporate financial goals while recognizing Inova facility and demographic needs. Applies and monitors HR/compensation/ policies. Promote and model Inova's integrated system focus while balancing facility requirements. Oversee work processes, ensure Service Excellence in delivery to all customers. Design and Planning: Aligns compensation operations with system policies. Assesses effectiveness of policies, programs and practices, recommending changes as needed. Monitors daily compensation operations, continually seeking operational efficiencies. Strategically partner with HR colleagues, in developing, communicating and "championing" programs which align with and achieve system and operational objectives. Review processes, improve processes and document processes. Align operations with System policies, programs and practices. Target automation and streamlining opportunities. Seek process changes to allow zero defects in the compensation work product(s). Facilitate the use of diagnostic tools to assess and address gaps in effectiveness of programs and employee communications. Through analysis, planning, understanding trends and by treating problems, not symptoms, resolve issues before they affect business operations (ie, staffing, retention, productivity and employee satisfaction). Assure "brilliance in the basics", ie, the delivery of exemplary support and services and install related metrics. Measure the appropriateness and effectiveness of all diagnoses and interventions, by formal and informal measurement systems, such as Service Level Agreements (SLAs) management and staff satisfaction surveys and two-pronged staff meeting approaches, ie, System and Operations Executives rounds. Consulting: Build relationships between management and compensation and transition compensation from an administrative to a consultative function. Educate, train and empower clients to be part of compensation decisions. Model exemplar Service Excellence by excellent communications relationships and follow-through while constantly assessing customer expectations and satisfaction with compensation. Proactively identify, understand and resolve compensation related employee relations/ HR issues before they are significant problems, by building open and strong relationships with line management and other support functions, especially internal communications. In collaboration with HR colleagues, provides counsel to front line managers and employees on compensation program policy interpretation issues. Regularly assess the functionality, effectiveness and appropriateness of such counsel, including recommending changes in policies, as indicated. Team Management: Mentors, leads and directs the work of the compensation team members. Proven track record for achieving quality and Service Excellence within own team, ie, by installing competency and trait-based structures to achieve desired organization and compensation performance results. Selects, hires and trains staff according to Inova Health System policies and procedures. Establishes, reviews and revises performance standards for assigned staff, interacting appropriately to set goals, communicate expectations and provide feedback. Determines educational and training needs of staff based on annual assessment of individuals and follows up with an educational plan to meet needs. Ensures that the team of consultants are delivering high quality, business-partner consultation. Ensure roles and responsibilities are clear, contracts with key stakeholders on each and every engagement are clear and well understood and adhered to. Job ID 59603BR Work Site Address 8110 GATEHOUSE ROAD Schedule Monday-Friday Work Site City/State FALLS CHURCH, VA Posting Title Director, Compensation (Head) Work Site Location CAMBRIDGE COURT Shift Day/Evening Schedule Type full time Department HR BENEFITS-COMPENSATION Requirements Qualifications Bachelor's degree in Human Resources, Finance, Business, Economics, Accounting, or related field. Minimum 10+ years of progressive compensation or related experience. Prior experience leading compensation function highly preferred. Healthcare experience highly preferred. Experience and Skills Successful experience leading and sustaining HR compensation consulting model within a large, complex matrixed business environment. HR Consultant model experience preferred. Proven compensation management capability, eg able to build and develop Compensation Team and deliver quality contemporary compensation services to internal clients. Proven track record of managing staff. Demonstrates proficiency in resolving compensation (value proposition and alignment) issues and in influencing desired organization-wide cultural change. Proven capability with project and time management, ie, is able to organize and execute around priorities. Experience with program development and administration. Ability to work collaboratively across organizations. Ability to negotiate and gain acceptance of others. Possesses excellent written and oral communication skills. Ability to modulate and communicate to leaders and team members at all levels across the organization. Strong analytical skills. Proficiency in Microsoft Office. EEO Tagline M/F/Vets/Disabled

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