Senior Manager, Compensation Strategy

Description:
In addition to the responsibilities listed below, this position is responsible for managing the enterprise-wide implementation and use of highly strategic and sensitive compensation solutions, including strategic talent planning models, tools, methodologies, and resources, collaborating with senior HR leadership, ensuring organizational alignment with other KP organizational strategies, and organizing cross-disciplinary compensation solutions teams to address functional, regional, or organization-wide compensation issues. This position also collaborates with senior regional leadership throughout KP to influence the development and execution of functional KP-wide policies and long-term goals. Additionally, this position is responsible for ensuring that Kaiser Permanente has the necessary level of compensation solutions and implementation practices as Kaiser evolves to meet new business challenges. This position will act as a consultant to KP National leadership on compensation solutions matters, and lead an enterprise-wide community of practice to design and embed consistent, strategic solutions across regions and national functions.

• 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.


• Drives identified strategic direction for the business in support of designated functional HR area by staying abreast of internal and external perspectives, data trends, HR laws and regulations, and best practices; partnering with HR and business leadership to evaluate current and future HR and business requirements, to include business cases, to support strategic goals; aligning and integrating HR and business strategies within assigned business lines and shared services; aligning resources; overseeing the execution of strategic action plans; and monitoring performance against SLAs and other key performance indicators.


• Manages the design, development, and execution of HR practices, programs, and initiatives by overseeing the development and implementation of tools, systems, and programs; ensuring the coordinated and timely execution of activities and ensuring buy-in across HR functions, project teams, and business partners; monitoring and identifying gaps in execution or communication; creating and deploying contingency plans to resolve implementation issues as appropriate; monitoring and measuring performance against plans and business objectives; and recommending modification to design and implementation strategies as appropriate to accommodate continuously changing business demands.