HealthPartners is currently hiring for a Senior Executive Compensation Analyst. The analyst administers non-physician, executive, non-union and union compensation programs, policies, and procedures for employees including survey participation, job evaluation, salary structure design and administration, incentive plan design, and associated analysis. The analyst supports an executive compensation program, ensures that pay and incentive programs remain competitive, fair, and equitable, and conforms to current compensation strategy and health care industry best practices to attract and retain employees. The analyst also maintains a customer focused, business-oriented partnership approach to compensation programs and administration.

Required Qualifications:

Master’s degree in industrial relations, human resources management, or law with five or more years in Human Resources, or bachelor’s degree in industrial relations, human resources management or business administration with 10 years of progressive responsibility in Human Resources Five years of experience in directly designing and managing salary and annual incentive programs for all levels of an organization including officer total compensation Customer focused approach to work as demonstrated by ability to work effectively in a highly matrixed environment. Experience managing confidential information in an appropriate manner. Demonstrated strong analytical, research and statistical analysis skills. Ability to communicate compensation related concepts, practices, and procedures effectively at all levels of the organization in an understandable manner. Ability to effectively interact and partner with executive leadership including the development and presentation of executive compensation information to HealthPartners Board of Directors as needed. Knowledge of health care industry issues including federal, state, and local regulatory statutes, rules, and regulations as they apply to compensation base, annual incentive, and deferred compensation programs. Strong blend of business acumen, project management skills and technical expertise demonstrated by ability to focus on business needs and strategic thinking Demonstrated strong written and verbal skills. Ability to prioritize and manage multiple complex work priorities and deadlines simultaneously in a fast-paced environment. Proficiency with Microsoft Excel, Microsoft Word, Power Point and HR information systems

Preferred Qualifications:

Master’s degree in human resources or advancement towards Human Resources Professional Certification (PHR), Certified Compensation Professional (CCP) or Senior Human Resources Professional Certification (SPHR). Previous experience working with MarketPay or other compensation survey management web-based applications. Knowledge of process improvement methods/techniques/principles and application of those methods. Experience working in a healthcare system. Experience working with Oracle. Experience working in a union environment and with bargaining agreements. Human Resources Professional Certification (PHR), Certified Compensation Professional (CCP) or Senior Human Resources Professional Certification (SPHR).

Hours/Location:

M-F; Days May work in a remote capacity but will prefer local candidates for occasional onsite meetings and workgroup sessions.

Position Responsibilities:

Executive Compensation (25%)  Responsible for the analysis and administration of executive compensation programs. Provides materials to support consultation on executive compensation matters to senior executives and supports the design of executive total compensation programs by engaging and/or working directly with outside executive compensation consultants. Develops and maintain documentation supporting executive compensation programs as it relates to corporate governance as outlined the Compensation Committee charter. Provides on annual incentive programs and executive base salary, and executive deferred compensation programs and perquisites. Prepares officer total compensation data presentations for quarterly Board of Directors Compensation Committee meetings and annual 990 disclosures.  Incentive Plans (20%) Manage Leadership Incentive plan documents and support materials. Ensure colleague eligibility is documented to ensure appropriate payouts. Support with the Sales Incentive plan design and market competitiveness. Compensation Process Improvement and Processing (35%) Support compensation alignment initiatives as identified by the Director, Compensation. Completes the valuing processes of assigned non-physician compensation programs through preparation of job descriptions, job evaluation and salary surveys used to market price positions.  For union represented roles oversees, with labor relations and compliance department, the administration as per the collective bargaining agreement job evaluation systems and co-facilitates evaluation meetings as needed. Processes compensation changes such as wage changes, salary ranges, salary reviews, job codes, job descriptions, job titles, etc. and continually seeks opportunities for process and system improvements. Serves as formal point of contact and compensation representative for external audits/inquiries. Provide expert compensation advice, counsel, and tools to other Human Resources Centers of Excellence for their use with internal and external customer to resolve their compensation, internal equity, or related business issues. Compensation expertise (20%) Keeps appraised of federal, state, and local compensation related wage and hour laws and regulations to ensure company compliance. Prepares compensation forecasting and budget recommendation for Finance as part of annual budgeting process. Other compensation projects as assigned.

 

*Job description rankings/percentages are intended to reflect normal averages over an extended period of time and are subject to daily variances. Quality and efficiency standards should at no time be compromised to meet the average expectations expressed above. Job descriptions are subject to change to accommodate organization or department needs.