Stanford Health Care Hiring for MyRewards Principal (Compensation) at United States Full Time

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Day – 08 Hour (United States of America)

A Brief Overview

The Total Rewards Consultant analyzes, employment structures, benefit programs, and performance incentives for the organization. The Total Rewards 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 Rewards Consultant will also identify opportunities for process improvement, attend trainings, and support special projects in support of HR Services Leadership.

This category includes positions which require a theoretical and conceptual knowledge of the specialization. Problems are typically solved through analysis and strategic thinking. At more senior levels, incumbents may independently manage or administer professional or independent programs, policies and resources.

Recognized organization-wide expert. Has significant impact and influence on organizational policy and program development. Regularly leads projects of critical importance to the organization; these projects carry substantial consequences of success or failure. Directs programs with organization-wide impact (or may have impact beyond the hospital) that include formulating strategies and administering policies, processes and resources. Significant barriers to entry exist at this level. Technical leader with a high degree of knowledge in the overall field and recognized expertise in specific areas; problem-solving frequently requires analysis of unique issues/problems without precedent and/or structure. May manage programs that include formulating strategies and administering policies, processes and resources; functions with a high degree of autonomy.

What you will do

Core Activities for Compensation:

• Analyze, design and administer 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.

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

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

• Develops techniques for compiling, preparing and presenting data.

• Supervises the participation in, conducts and/or purchases exempt and nonexempt 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.

• Create and edit pay ranges and conduct salary surveys to determine market competitiveness.

• Create Personnel Action Forms for compensation related changes.

• Assist Managers to create career ladders and oversee promotions.

BUSINESS ACUMEN

• Strategic Thinking & Business Focus:

• Contributes to shaping the strategies developed in HR.

• Applies understanding of the strategies, policies, and practices within HR.

• Assists with interpreting goals and strategies set by HR and translates the implications to the team.

• Relentlessly curious and challenges the status quo to drive ongoing improvements.

• Proactively reaches out to clients and colleagues to generate solutions before being asked.

• Seeks continuous progress, has an entrepreneurial spirit, and acts on feedback and experience with precision and speed to drive excellence.

• Implements strategies and processes that gather, manage, and properly disseminate information and knowledge.

• Encourages continuous development of skills and capabilities of self and others through sharing, coaching, and training.

• Maintains direct contact with other experts in field at various levels in own function and other divisions.

• Determines target areas to promote organizational excellence.

• Uses expertise to develop sound strategies.

• Consulting:

• Analyzes and facilitates enhancement of the organization’s maturity to accept and implement recommendations.

• Builds relationships with key stakeholders and manages the interventions through them.

• Demonstrates comprehensive knowledge of root cause of issues in the organization and skill to develop solutions.

• Identifies change agents and mobilizes them to aid project implementation.

• Influences stakeholders to ensure unhindered implementation of initiatives, both within and outside his/her span of control.

• Performs thorough analysis of data to clearly articulate short and long term impact of initiatives on Stanford Healthcare in terms of metrics and KPIs.

Interpersonal and Leadership:

Collaboration:

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

• Builds trust and leads teams, encouraging others to step out of their comfort zones to form new interpersonal relationships.

• Respects those with experience and openly relies on their expertise to benefit the organization.

• Has a knack for diplomacy and fosters goodwill between different groups and functions.

• Relationship Management:

• Establishes long-term business relationships which deliver mutual value that fosters individual and organizational growth.

• Manages one or more defined communication channels and/or stakeholder groups.

• Initiates communications between stakeholders, acting as a single point of contact for defined groups.

• Facilitates open communication and discussion between stakeholders.

• Creates alliances within and across organizations.

• Assumes leadership role as business professional in the SHC HR organization.

• Uses business contacts to market the enterprise.

• Enhances the Stanford Healthcare’s presence in the industry.

• Negotiation:

• Actively participates in complex negotiations within business area and across Stanford Healthcare.

• Preserves relationships while negotiating and influencing.

• Architects solutions to satisfy all parties.

• Trusted as unbiased mediator.

Leadership:

• Motivates and leads others towards the achievement of the goals and objectives of SHC HR and Stanford Healthcare.

• Pre-empts any potential obstacles and shapes solutions and behavior to mitigate any issues.

• Implements industry best practices in mentoring and provides resources and tools that lead to increased performance.

• Builds good will and trust and puts the professional and personal objectives of the HR organization foremost.

• Builds trust amongst stakeholders across SHC through open, fair, and transparent communication and decision making, keeping the benefit at the center of the decision making process.

• Communicates in a positive manner that encourages others to perform at the highest level.

• Encourages and exhibits a high sense of creativity that positively impacts SHC HR.

Digital HR Fluency:

Insights Driven Analysis:

• Employee regularly guides others and HR function to look into available data sources and ensure that all potential sources for insights have been considered.

• Employee decisions relevant to role in HR demonstrate proficiency in performing own data analysis to generate insights.

• Champions the use of insights among stakeholders and contacts in the business.

• 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, directs, and reviews employee compensation and benefit programs in line with reward philosophy.

• Evaluates and modifies compensation or benefits policies/plans to ensure that programs are current, competitive and compliant.

• Directs the preparation and distribution of written and verbal communications to inform employees of benefits, compensation, and personnel policies.

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

• Gathers market intelligence data to support compensation and benefits benchmarking.

• Maintains deep understanding of regulatory guidelines relevant to reward.

• Resolves highly complex employee issues related to compensation or benefits.

• Assists in vendor negotiations by providing subject matter expertise and performance/service requirements.

• Develops plans for specific business initiatives with vendors.

• Ensures realization of full benefits to the HR organization from agreements with third parties.

• Negotiates specific cost and scope for vendor services; benchmarks for value.

• Ensures compliance with vendor agreements.

• Manages and tracks vendor issues to resolution.

• Adheres to business process methodology, ensure process meets the needs of the business.

• Identifies process and policy opportunities and improves them.

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

• Twelve (12) 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.

• Deep knowledge of HR programs, policies, and procedures for benefits at SHC.

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

• Demonstrated ability to complete transactions related to Total Rewards.

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

• Ability to quickly gain knowledge in additional functional areas to support customer inquiries across the “My Rewards.”

• 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 and Automatic Call Distributor (ACD)/Interactive Voice Response (IVR) 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

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.

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) .