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Provides oversight and strategic direction for both the Compensation and Human Resource Information System (HRIS) initiatives at Children’s Hospital of Wisconsin.
Responsible for the overall design, implementation, communication and administration of the organization’s compensation and recognition programs.
Applies best practice compensation strategies to provide compensation solutions designed to support business, team and leadership goals.
Leads compensation initiatives including annual benchmarking and salary structure review to ensure alignment with Children's mission and vision.
Oversees people analytics and further develops information systems to support all human resource applications assuring technology solutions support the Human Resource service delivery model.
Administers a staff recognition program that promotes recognition and staff engagement.
A Bachelor's degree in Personnel Management or closely related field is required. Master’s degree in Business Administration or related field and certified compensation professional (CCP) desired.
Seven years of progressively more responsible technical work experience in order to effectively resolve compensation related concerns, make recommendations concerning department policies and procedures and assist in the development of the organizations pay programs, goals and objectives.
Knowledge of Human Resources and compensation and administration as well as basic statistics in order to understand, administer and effectively communicate compensation related matters.
Prior compensation consulting and physician compensation experience desirable.
Broad knowledge of direct and indirect compensation and related human resource management programs.
Interpersonal skills necessary in order to respond to management inquiries/concerns, effectively lead staff and communicate with a wide variety of organizational and outside personnel in gathering, exchanging and interpreting often sensitive compensation information.
Analytical skills to identify resolve and make recommendations regarding relatively complex compensation related matters, such as sensitive market review requests, annual range structure adjustment plans, merit increases and performance evaluation justification or job analysis of top management personnel.
Demonstrated track record of success with the following leadership competencies: Decision Quality, Strategic Mindset, Directs Work, Drives Results, Collaborates, Communicates Effectively, Instills Trust, and Situational Adaptability.