Completes written salary survey questionnaires, to provide salary information for larger national surveys. Reviews results of salary surveys, evaluates market and economic trends, compiles, analyzes and interprets data to recommend salary ranges, adjustments and hiring rates for salary structures and individual rates.
Works with employment, department management to set hiring salaries to maintain market competitiveness as well as internal equity.
Develops modifications to pay grade assignments, formulates proposals to adjust pay ranges and projects costs of merit increase, annually and as requested, for individual studies, annual planning and fiscal year-end adjustments in accordance with generally accepted compensation practices. Calculates cost of salary adjustments for various purposes and particularly for annual budget planning. Communicates with Budget as to actual spending.
Investigates requests for the study of existing, new or modified jobs throughout the DHS. Reviews and evaluates requests for position reclassifications. Establishes new positions and reclassifies incumbent employees in accordance with DHS Human Resources compensations policies and procedures.
Reviews job duties, qualifications and licensure requirements and performs comparative analyses of positions to assess the level and complexity of the position and for placement at the appropriate salary/pay level.
Works closely with HR colleagues and department management involved in restructuring and reorganization offering technical guidance and expertise and assuring appropriateness of new/revised job classifications, job hierarchy and related issues. Suggests combinations of job functions and qualifications to develop career ladders and logical progression of jobs within the various job families.
Conducts job analysis across the DHS System to maintain position classification and grade equity.
Uses quantitative, market-based, qualitative or other job evaluation systems to evaluate jobs.
Reviews and calculates employee salary adjustments and performance increases and various job classification and status changes to assure compliance with compensation guidelines, policies and practices, in accordance with generally accepted compensation practices. Researches discrepancies and resolves such with department supervisors and various other affected parties (payroll, department heads, and employees).
Develops, writes, edits and clarifies job descriptions assuring compliance with various standards and regulations particularly those of the Joint Commission and the Department of Labor. Reviews and updates job descriptions upon request on a regular basis.
Explains compensation policy, practices and systems to supervisors, managers, department heads and administrators regularly. Reviews exceptions to policy in hiring rates, special adjustments, merit or promotional increases and recommends appropriateness of such exceptions in relation to policy, practice and legal requirements to the Director, Benefits, and Compensation & HRIS for decision.
Investigates salary administration problems/concerns such as, internal equity issues and job classification changes; reviews special salary adjustments such as bonuses, shift differentials, on-call pay or special pay plans for appropriateness, equity and market competitiveness.
Coordinates efforts and activities with Payroll, Information Systems, Budget and other relevant departments to implement system adjustments, salary structures and resolve individual payroll questions and various other issues regularly and as needed.
Works collaboratively with the Payroll and Information Systems with implementation and upgrade of the System’s Time and Attendance and Staffing System.
Generates various computer reports, regularly, to support, explain, document, record and justify and all of the aforementioned studies, salary requests, investigates requests and position reviews, using Human Resources Information System (HRIS) and various PC software packages. Maintains various required records, reports and files.
Attends and participates in various in-service and internal as well as external educational programs and professional activities to keep abreast of new development and improve technical expertise within Compensation, the Human Resources field, in general and various healthcare-related issues, in general.
Bachelor’s Degree in Business Administration, Human Resources or Bachelors of Science degree. Equivalent combination of on-the-job experience, knowledge and expertise related specifically to compensation will be considered.
Minimum three (3)years of experience in a compensation analyst role preferably with a mid to large employer.
Strong understanding of compensation /remuneration programs.
Strong understanding of FLSA and wage-hour laws.
Strong in mathematics, accounting or business statistics.
Demonstrated project management skills.
Solid research orientation.
Ability to work independently and achieve deliverable s within agreed-upon time frames; works effectively in a diverse, collaborative environment.
Excellent writing, verbal and presentation communication skills.
Demonstrated skills using PC-based spreadsheet (Microsoft Excel, Access) and Microsoft Word,
Experience working in a healthcare organization; basic understanding of business process management.
Working knowledge of HRIS systems
CCP, CEBS PHR or other compensation, benefits or HR certifications
Dimensions Healthcare System was formed in 1982 and is an integrated, not-for-profit healthcare system serving residents of Prince George’s County, Maryland and surrounding areas.As the largest not-for-profit provider of healthcare services headquartered in Prince George’s County, Dimensions and its member institutions (Prince George’s Hospital Center, Laurel Regional Hospital, Bowie Health Campus..., Family Health and Wellness Center and its affiliate facilities) provide comprehensive quality healthcare services ranging from prenatal care, behavioral health, rehabilitative services and more.