If you're ready to be part of our legacy of hope and innovation, we encourage you to take the first step and explore our current job openings. Your best is waiting to be discovered.

Day - 08 Hour (United States of America)

This is a Stanford Health Care job.

A Brief Overview

The Senior Compensation Consultant analyzes compensation programs, employment structures, and performance incentives for the organization. The Senior Compensation Consultant will be an independent expert to provide an excellent rewards and compensation experience for all SHC employees. This position will provide expertise in your area and will work collaboratively with other subject matter experts to provide a more streamlined process for an increased HR customer experience. The Senior Compensation Consultant will also identify opportunities for process improvement, attend trainings, and support special projects in support of HR Services Leadership.

This position requires a theoretical and conceptual knowledge of compensation. Problems are typically solved through analysis and strategic thinking. May independently manage or administer professional or independent programs, policies and resources.

Senior Consultant Level:

Experienced professional who knows how to apply acquired job skills, theory, policies and procedures and put it into practice with in-depth understanding of the professional field; independently completes substantive assignments/projects/tasks of moderate scope and complexity. Performs the full range of responsibilities within the function; possesses broad job knowledge; analyzes problems/issues of diverse scope and determines solutions. Professional who applies acquired job skills, policies and procedures to complete substantive assignments/projects/tasks of moderate scope and complexity; exercises judgment within defined guidelines and practices to determine appropriate action.

Locations

Stanford Health Care

What you will do

• Core Activities:

• Consults on pay decisions, policy and guideline interpretation, career ladder, and job evaluation, including the design of creative solutions to specific compensation-related programs.

• Administers direct compensation (exempt and nonexempt cash compensation programs) for staff, recording and reporting of compensation-related actions.

• Analyzes, and helps design the organization's compensation program.

• Monitors the effectiveness of existing compensation policies, guidelines and procedures recommending plan revision as well as new plans that are cost-effective and consistent with compensation trends and corporate objectives; coordinates implementation and provides guidance to corporate staff.

• Develops techniques for compiling, preparing and presenting data on compensation matters to management.

• Participates and conducts salary surveys to ensure corporate compensation objectives are achieved.

• Keeps apprised of federal, state and local compensation laws and regulations to ensure company compliance.

• Assist Managers to create new job description and ascribe Licensure and Education requirements appropriately.

• Creates and updates pay ranges and conduct salary surveys to determine market competitiveness.

• May lead and/or support compensation audits, costing, and other compensation or HR related projects.

• BUSINESS ACUMEN:

• Strategic Thinking & Business Focus:

• Demonstrates understanding of the strategies within HR in his/her work area.

• Assists with implementing policies and practices following leadership/management interpretation of strategies for HR within his/her work area.

• Uses knowledge and expertise to make an impact in technical areas.

• Keeps up-to-date with leading edge business trends and information through journals, conferences, courses, and informal means.

• Shares knowledge with stakeholders and colleagues.

• Applies expertise in ways that support the Business strategy and differentiate SHC from competition in the marketplace.

• Uses expertise to support the development of new strategies and offerings.

• Consulting:

• Builds relationships with key stakeholders and customizes communication solutions according to stakeholder assessment.

• Facilitates unhindered implementation of initiatives outside of his/her span of control.

• Regularly tracks projects/initiatives, anticipates obstacles and attempts to overcome them.

• Gathers and analyzes the data related to impact of solutions and is able to create a high level impact analysis for management decision making.

• INTERPERSONAL & LEADERSHIP:

• Collaboration:

• Responds and relates well to people in all positions, inside and outside his/her group or field of expertise.

• Quickly finds common ground, and tries to solve problems for all parties involved.

• Values experience, and likes to learn from those who have been there before.

• Encourages collaboration and easily gains the trust and support of others.

• Attends and actively participates at meetings

• Relationship Management:

• Builds productive working relationships that focus on mutual achievement of defined goals.

• Establishes a collaborative relationship with management/leadership stakeholders.

• Establishes expectations and operating guidelines to manage relationships.

• Adapts interaction to suit stakeholder preferences.

• Seeks feedback and performs actions to improve relationships.

• Respects boundaries within professional relationships.

• Establishes good rapport with others.

• Makes and sustains informal contacts with others in addition to contacts required for projects.

• Negotiation:

• Acts as a skilled negotiator in difficult situations and settles differences with minimal noise.

• Displays diplomacy and a direct and forceful manner.

• Actively understands others' motivations and utilizes knowledge to negotiate effectively.

• Gains trust quickly of others to support negotiations.

• Leadership:

• Motivates and leads others towards the achievement of goals and business objectives.

• Handles any pressure and overcomes obstacles without passing the impact onto subordinates.

• Communicates the significance of guiding, supporting, and motivating team members through good and bad times.

• Identifies obstacles and presents solutions for the benefit of SHC HR.

• Identifies gaps, opportunities, and strengths of employees and provides pragmatic solutions to achieve their objectives.

• DIGITAL HR FLUENCY:

• Insights Driven Analysis:

• Understands how relevant performance metrics, external benchmarks, and SHC data may be used to support decisions taken by their team.

• Most decisions made by employee can be researched, analyzed, and proven with testable hypothesis.

• Proactively seeks to improve data quality and usage.

• Knows how to apply data analytics to guide decisions made in the execution of their role.

• Regularly has conversations with others in SHC HR about data analytics to help drive an organizational culture that regularly uses data analysis to guide decisions.

• HR TECHNICAL EXPERTISE:

• Rewards Management:

• Administers and reviews employee compensation programs in line with SHC’s reward philosophy.

• Resolves moderately complex employee issues related to compensation.

• Ensures compensation programs are consistent with company policy and compliant with local country laws.

• Gathers market intelligence data to support compensation benchmarking.

• Maintains understanding of regulatory guidelines relevant to compensation.

• Adheres to business process methodology, ensure process meets the needs of the business and identifies process improvement opportunities.

Education Qualifications

• Bachelor’s degree in a work-related discipline/field from an accredited college or university; Experience may substitute for a degree.

Experience Qualifications

• Eight (8) years of progressively responsible and directly related work experience.

Required Knowledge, Skills and Abilities

• Deep knowledge of HR programs, policies, and procedures for employee records and compensation.

• Ability to coach employees and managers on complex issues related to compensation.

• Demonstrated ability to complete transactions related to Compensation.

• Ability to draw on industry, business, and technical knowledge in compensation to provide excellent service to SHC employees.

• Ability to quickly gain knowledge in additional functional areas to support customer inquiries.

• Ability to work efficiently and effectively while maintaining attention to detail.

• Strong written and verbal communication skills.

• Demonstrated customer-orientation, including ability to diffuse challenging situations and maintain a professional and courteous demeanor and tone.

• Ability to prioritize workload and provide timely follow-up and resolution.

• Skilled in conducting research and using existing knowledge to resolve inquiries/requests.

• Ability to navigate case management systems.

• Ability to maintain confidentiality of sensitive information.

These principles apply to ALL employees:

SHC Commitment to Providing an Exceptional Patient & Family Experience

Stanford Health Care sets a high standard for delivering value and an exceptional experience for our patients and families. Candidates for employment and existing employees must adopt and execute C-I-CARE standards for all of patients, families and towards each other. C-I-CARE is the foundation of Stanford’s patient-experience and represents a framework for patient-centered interactions. Simply put, we do what it takes to enable and empower patients and families to focus on health, healing and recovery.

You will do this by executing against our three experience pillars, from the patient and family’s perspective:

• Know Me: Anticipate my needs and status to deliver effective care

• Show Me the Way: Guide and prompt my actions to arrive at better outcomes and better health

• Coordinate for Me: Own the complexity of my care through coordination

#LI-RL1

Equal Opportunity Employer Stanford Health Care (SHC) strongly values diversity and is committed to equal opportunity and non-discrimination in all of its policies and practices, including the area of employment. Accordingly, SHC does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity and/or expression, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, members of all racial and ethnic groups, people with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements.

Base Pay Scale: Generally starting at $60.92 - $80.73 per hour

The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to, internal equity, experience, education, specialty and training. This pay scale is not a promise of a particular wage.

At Stanford Health Care, we seek to provide patients with the very best in diagnosis and treatment, with outstanding quality, compassion and coordination. With an unmatched track record of scientific discovery, technological innovation and translational medicine, Stanford Medicine physicians are pioneering leading edge therapies today that will change the way health care is delivered tomorrow.

As part of our spirit of discovery, we also leverage our deep relationships with luminary Silicon Valley companies to develop new ways to deliver preeminent patient care.

Learn about our awards (https://stanfordhealthcare.org/about-us/awards.html) and significant events (https://stanfordhealthcare.org/about-us/our-history.html) .