Senior Manager, Compensation
Primary Location Oakland, California
Worker Location Remote
Job Number 1324078 Date posted 12/03/2024
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Description:
This senior manager level position is primarily responsible for managing the implementation of compensation policies and programs, managing the development and execution of compensation analysis plans across one or more business functions, and managing market pricing and analysis activities for one or more business units.
This position manages salary planning and salary range development for one or more business units, manages the development and administration of job descriptions, job evaluations, and salary surveys, manages programs or compensation components of larger cross-functional projects, and plans, develops, implements, and evaluates HR compensation strategies, programs, and policies in partnership with senior HR leadership.
Job Summary:
This senior manager level position is primarily responsible for managing the implementation of compensation policies and programs, managing the development and execution of compensation analysis plans across one or more business functions, and managing market pricing and analysis activities for one or more business units.
This position manages salary planning and salary range development for one or more business units, manages the development and administration of job descriptions, job evaluations, and salary surveys, manages programs or compensation components of larger cross-functional projects, and plans, develops, implements, and evaluates HR compensation strategies, programs, and policies in partnership with senior HR leadership.
Essential Responsibilities:
- Pursues professional growth and provides developmental opportunities for others by soliciting and acting on performance feedback; building collaborative, cross-functional relationships; hiring, training, and developing talent for growth opportunities; delegating tasks and decisions; fostering open dialogue amongst departments; strategically evaluating talent for succession planning; setting performance management guidelines and expectations across units; and working closely with employees to set goals and provide open feedback and coaching to drive performance improvement.
- Manages designated units by translating business plans into tactical action items; communicating goals and objectives; ensuring all policies and procedures are followed; overseeing the completion of work assignments; assuming responsibility for decision making; aligning team efforts; building accountability for and measuring progress in achieving results; incorporating resources, costs, and forecasts into unit plans; removing obstacles that impact performance; guiding performance and developing contingency plans accordingly; partnering with key stakeholders and business leaders to ensure products and/or services meet requirements and expectations while aligning with departmental strategies; and influencing units to operate in alignment with business objectives.
- Manages the implementation of compensation policies and programs by serving as a subject matter expert on compensation related issues; interacting proactively with leadership to ensure the implementation of programs align with KPs strategic business and HR imperatives; providing insight and influence on the development of program proposals; ensuring implementation of programs and practices are in compliance with state and federal regulations and recommending appropriate courses of action; serving as formal point of contact for external audits/inquiries; and managing the review and maintenance of compensation matters (e.g., salary structure, FLSA exemptions, incentive plans).
- Manages the development and execution of compensation analysis plans across one or more business functions by analyzing situations or data to determine the best proposal to take forward for communication internally and externally with management.
- Manages market pricing and analysis activities for one or more business units by reviewing and approving proposed analysis to determine companys competitive position; participating in salary surveys; assessing competitive labor market trends; reviewing salary structures and market positioning; and ensuring equitable and competitive employee compensation.
- Manages salary planning and salary range development for one or more business units by reviewing and approving proposed salary adjustments; influencing corrective or alternative actions to resolve issues; approving requests for new or revised classifications; ensuring alignment with KPs total rewards strategy; developing salary budgets; ensuring the achievement of equitable, competitive, and consistent employee compensation; influencing the design of incentive and bonus plans; and developing compensation policies and practices
- Manages the development and administration of job descriptions, job evaluations, and salary surveys by ensuring jobs are audited for content; reviewing job descriptions to ensure they reflect job responsibilities, activities, duties, and requirements; and verifying job matching and market pricing.
- Manages programs or compensation components of larger cross-functional projects by identifying and managing stakeholder contacts; assembling teams based on project needs and team member strengths; developing, analyzing, and managing project plans; negotiating and managing project schedules and resource forecasts; and managing project financials and deliverables.
- Plans, develops, implements, and evaluates HR compensation strategies, programs, and policies in partnership with senior HR leadership by implementing short- and long-range department goals, programs, and policies; supporting business initiatives and HR strategies; consulting with Human Resources Business Partners, Legal, and ELR Consultants; ensuring consistent program interpretation and application; establishing and sustaining strategic relationships with key stakeholders; ensuring service level agreements are met; and analyzing and reporting on successes against metrics.
Minimum Qualifications:
- Minimum two (2) years supervisory experience.
- Bachelors degree in Human Resources, Business, Social or other sciences, Public Administration or related field and Minimum eight (8) years experience in human resources, finance, or business operations, including at least 4 years experience in compensation. Additional equivalent work experience in a directly related field may be substituted for the degree requirement.
Additional Requirements:
Preferred Qualifications:
- Two (2) years experience working in a unionized environment.
- Three (3) years experience working across multiple HR disciplines (e.g., Compensation, Benefits, Talent Acquisition, Generalist, etc.).
- Two (2) years health care experience.
- Two (2) years experience managing operational or project budgets.
- Master's degree in Human Resources, Business, Social or other sciences, Public Administration or related field.
- Certified Compensation Professional (CCP).
- Senior Human Resources Professional Certification (SPHR).
Primary Location: California,Oakland,1950 Franklin
Scheduled Weekly Hours: 40
Shift: Day
Workdays: Mon, Tue, Wed, Thu, Fri
Working Hours Start: 08:00 AM
Working Hours End: 05:00 AM
Job Schedule: Full-time
Job Type: Standard
Worker Location: Remote
Employee Status: Regular
Employee Group/Union Affiliation: NUE-NCAL-09|NUE|Non Union Employee
Job Level: Manager with Direct Reports
Specialty: Comp Admin
Department: Oakland Reg - 1950 Franklin - HR Regional Compensation - 0208
Pay Range: $171000 - $221210 / year
Kaiser Permanente strives to offer a market competitive total rewards package and is committed to pay equity and transparency. The posted pay range is based on possible base salaries for the role and does not reflect the full value of our total rewards package. Actual base pay determined at offer will be based on labor market data and a candidate's years of relevant work experience, education, certifications, skills, and geographic location.
Travel: No
Remote: Work location is the remote workplace (from home) within KP authorized states.
Worker location must align with Kaiser Permanente's Authorized States policy.
At Kaiser Permanente, equity, inclusion and diversity are inextricably linked to our mission, and we aim to make it a part of everything we do. We know that having a diverse and inclusive workforce makes Kaiser Permanente a better place to receive health care, a more supportive partner in our communities we serve, and a more fulfilling place to work. Working at Kaiser Permanente means that you agree to and abide by our commitment to equity and our expectation that we all work together to create an inclusive work environment focused on a sense of belonging and wellbeing.
Kaiser Permanente is an equal opportunity employer committed to a diverse and inclusive workforce. Applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy), age, sexual orientation, national origin, marital status, parental status, ancestry, disability, gender identity, veteran status, genetic information, other distinguishing characteristics of diversity and inclusion, or any other protected status. Submit Interest
Kaiser Permanente is an equal opportunity employer committed to a diverse and inclusive workforce. Applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy), age, sexual orientation, national origin, marital status, parental status, ancestry, disability, gender identity, veteran status, genetic information, other distinguishing characteristics of diversity and inclusion, or any other protected status. Submit Interest
