Company :Highmark HealthJob Description : 

JOB SUMMARY

This job designs, develops, and consults on various compensation programs and initiatives for the Company and assigned business units and/or job families at the business unit, job family, job and employee-level; evaluates and benchmarks current compensation programs to determine competitive position; uses in-depth knowledge, strategic judgment and technical expertise to successfully develop, execute, and communicate compensation programs and processes.

ESSENTIAL RESPONSIBILITIES

Effectively analyze, improve, consult and educate on, and execute various base pay, variable and supplemental compensation programs for the Company and/or assigned business units and/or job familiesWork effectively with internal departments including Talent, Shared Services, Legal, Treasury, IT, Finance and Payroll as needed.Plan, implement, and deliver various educational tools and meetings with leaders on compensation plans as needed.Evaluate and benchmark assigned current compensation programs to determine competitive postureDevelop and present recommendations and solutions on compensation plan revisions as well as new plans which are cost-effective and aligned with market trends and Company objectives.Assist with compensation program transitions on acquisitions and divestitures.Assess governance and compliance risk in regions and local subsidiaries, and develop proactive compliance strategies. Partner effectively with Legal and Corporate Affairs, Finance, and HR Technology.Collaborate with Talent Engagement Leads, Directors, and Partners (HR Business Partners) providing consulting and strategic direction on compensation issues.Provide communications, training, and guidance on plans and compliance requirements for administration to Shared Services and the HR Business Partner groups.With Talent Engagement Leads, interface with leaders with the organization by providing consultative advice and direction on design and communication issues.Manage multiple projects of varying size and complexity.Complete projects and studies as assigned, utilizing professional judgment and available internal and external resources.Research, analyze and synthesize information to determine the best course of action.Effectively communicate project status and results.Projects are generally diverse in subject matter and objective and are typically complex, large-scope, and corporate-wide.Stay current on legislative updates affecting the areas of compensation and benefits, including ERISA, DOL, IRS and HHS agencies.Ensure compliance with federal and state guidelines impacting executive compensation programs, and oversee preparation of reports and filings as required by government agencies.Remain current on legislative and IRS changes relative to plan regulations, procedure changes and mandated disclosures.Confer with vendors and consultants to analyze equity and viability of current compensation programs compared to trends and regulatory requirements.  Continually assess the competitiveness of all programs and practices against industry standards and comparable companies.Other duties as assigned or requested.

EDUCATION

Minimum

Bachelor’s Degree in Business Administration, Human Resources, Finance or related field.

Substitutions

6 years of related and progressive experience in lieu of Bachelor's degree

Preferred

Master's Degree in Business Administration

EXPERIENCE

Required

5 years in a compensation role or other analytic fieldDemonstrated experience in developing, implementing and administering programs

LICENSES AND CERTIFICATIONS

Required

None

Preferred

CCP (Certified Compensation Professional)PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources)

KNOWLEDGE, SKILLS & ABILITIES

Intermediate statistical knowledgeAdvanced understanding of formulas and capabilities of spreadsheet and database applicationsProficient in MS Office ToolsSuperior ability to compile, synthesize, reconcile and analyze data from various sources, draw conclusions and make recommendationsStrong business and financial acumenStrong written communication skillsExcellent interpersonal skills and ability to build rapport with senior-level executivesSolid organizational and multi-tasking skillsAbility to make decisions, influence others and to gain their supportA team player; ability to adapt to different styles and develop cooperative relationships with employees at all levels in the organizationAbility to deal effectively with internal and external stakeholders

Language (Other than English):

None

Travel Requirement:

0% - 25%

PHYSICAL, MENTAL DEMANDS and WORKING CONDITIONS

Position Type

Office-based

Teaches / trains others regularly

Occasionally

Travel regularly from the office to various work sites or from site-to-site

Rarely

Works primarily out-of-the office selling products/services (sales employees)

Never

Physical work site required

Yes

Lifting: up to 10 pounds

Constantly

Lifting: 10 to 25 pounds

Occasionally

Lifting: 25 to 50 pounds

Rarely

Disclaimer: The job description has been designed to indicate the general nature and essential duties and responsibilities of work performed by employees within this job title. It may not contain a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to do this job.

Compliance Requirement: This job adheres to the ethical and legal standards and behavioral expectations as set forth in the code of business conduct and company policies.

As a component of job responsibilities, employees may have access to covered information, cardholder data, or other confidential customer information that must be protected at all times.  In connection with this, all employees must comply with both the Health Insurance Portability Accountability Act of 1996 (HIPAA) as described in the Notice of Privacy Practices and Privacy Policies and Procedures as well as all data security guidelines established within the Company’s Handbook of Privacy Policies and Practices and Information Security Policy. 

Furthermore, it is every employee’s responsibility to comply with the company’s Code of Business Conduct. This includes but is not limited to adherence to applicable federal and state laws, rules, and regulations as well as company policies and training requirements.

Highmark Health and its affiliates prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, national origin, sexual orientation/gender identity or any other category protected by applicable federal, state or local law. Highmark Health and its affiliates take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, national origin, sexual orientation/gender identity, protected veteran status or disability.

Highmark Health and its affiliates prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, age, religion, sex, national origin, sexual orientation/gender identity or any other category protected by applicable federal, state or local law. Highmark Health and its affiliates take affirmative action to employ and advance in employment individuals without regard to race, color, age, religion, sex, national origin, sexual orientation/gender identity, protected veteran status or disability. 

EEO is The Law

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For accommodation requests, please contact HR Services Online at HRServices@highmarkhealth.org

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