Analysis Skills, Compensation and Benefits, Consulting, Corporate Policies, Data Management, Data Modeling, Finance, Financial Analysis, Government Policies, Project Evaluation, Regulations, Statistics, Team Lead/Manager
Description: Candidates living within 60 miles of the facility will have a local rate of ***
The Compensation Consultant is responsible for the design, implementation, and delivery of compensation programs, tools, and services within assigned client areas. The Compensation Consultant also consults with OTM Business Partners and system leaders regarding compensation issues and works to identify a resolution that is within the established compensation strategy/procedures and aligned with the business objectives.
Responsibilities
Serves as the compensation lead, point of contact and subject matter expert providing advice, direction, and guidance on broadly defined compensation matters, projects and initiatives within assigned client areas that require partnership with OTM Business Partners, business leaders, Finance, and other areas as required to ensure successful outcomes.
Plans, executes, and leads compensation team projects requiring analysis of factors that cross organizational lines and impact multiple organizational units.
Recommends, conducts, and oversees salary surveys in order to understand competitive compensation levels in the organization.
Completes job evaluation studies and ensures that job descriptions on file are current, complete, and accurate.
Conducts job analyses and recommends appropriate salary grade/market rate for specific jobs according to policy.
Assures through audits, analysis, and reports, that all organization compensation programs are consistently administered in compliance with company policies and government regulations including but not limited to wage and hour laws, minimum wage, FLSA, and other state and federal compensation regulations.
Researches best practices and develop proactive approaches to identify and address compensation challenges within assigned areas which may include the redesign of existing compensation programs, the development of new programs, and the completion of ad-hoc analyses that outline specific observations and recommendations.
Prepares and maintains career path promotion documentation.
Develops statistical analysis, data modeling reports, and data for management.
Monitor the effectiveness of existing compensation policies, guidelines, and procedures recommending plan revision as well as new plans which are consistent with compensation trends.
Provides assistance and training for junior level employees, serving as a point of escalation for complex compensation issues.
Works to achieve operational, functional, and/or business targets with a direct impact on departmental results.
Accountable for maintaining confidentiality and all other assigned duties.