Associate Director Compensation

CAROUSEL_PARAGRAPH

• Dedham, Massachusetts
• Surgical Care Affiliates
• Human Capital
• Regular
• Full-time
• 1
• USD $160,000.00/Yr.
• USD $180,000.00/Yr.
• 40016

Job Description

At SCA Health, we believe health care is about people - the patients we serve, the physicians we support and the teammates who push us forward. Behind every successful facility, procedure or innovation is a team of 15,000+ professionals working together, learning from each other and living out the mission, vision and values that define our organization.

As part of Optum, SCA Health is redefining specialty care by developing more accessible, patient-centered practice solutions for a network of more than 370 ambulatory surgical centers, over 400 specialty physician practice clinics and numerous labs and surgical hospitals. Our work spans a broad spectrum of services, all designed to support physicians, health systems and employers in delivering efficient, value-based care to patients without compromising quality or autonomy.

What sets SCA Health apart isn't just what we do, it's how we do it. Each decision we make is rooted in seven core values:

• Clinical quality
• Integrity
• Service excellence
• Teamwork
• Accountability
• Continuous improvement
• Inclusion

Our values aren't empty words - they inform our attitudes, actions and culture. At SCA Health, your work directly impacts patients, physicians and communities. Here, you'll find opportunities to build your career alongside a team that values your expertise, invests in your success, and shares a common mission to care for patients, serve physicians and improve health care in America.

At SCA Health, we offer a comprehensive benefits package to support your health, well-being, and financial future. Our offerings include medical, dental, and vision coverage, 401k plan with company match, paid time off, life and disability insurance, and more. Click here to learn more about our benefits.

Your ideas should inspire change. If you join our team, they will.

Reporting to the Director Compensation, the Associate Director is responsible for leading broad-based, variable, and executive compensation support activities for the Enterprise Support Services segment of the organization including but not limited to job evaluations, market pricing and benchmarking, salary surveys, incentive plan designs, process mapping, policy interpretation, compensation database and system maintenance and administration, analytical and reporting support and/or job description development in support of the Compensation department's service delivery model. This role will be tasked with providing compensation consultation for various business stakeholders including qualifying business problems, identifying potential solutions, and influencing business leaders to make decisions aligned with the Enterprise's compensation programs, policies, and procedures. These activities will require cross functional collaboration to support compensation initiatives on a broad departmental, group or company-wide basis and/or complex project basis. This role will also serve as a liaison for compensation-related matters involving both our Human Resources Diligence and Integration Team and parent company. An ideal candidate will have excellent verbal and written persuasive communication skills, as well as math, analytical, and statistical skills with advanced proficiency in MS Excel including Macros and Power BI. An ideal candidate will also be able to handle sensitive and confidential information while demonstrating strong judgment and integrity aligned with SCA values.

• In collaboration with the Compensation Director, owns the Enterprise Support Services Annual Compensation Planning activities (merit pay and bonus administration). Develops and maintains project plan and ensures tracking to deliverable dates, proactively escalating risks to timelines.
• Owns the development of incentive compensation plan designs (e.g., annual incentive plans, semi-annual incentive plans, etc.) and assures model validation and alignment with goals, forecasts costs, and develops the communication plans, tools to measure attainment against plan, and calculation of potential award amounts.
• Leads the Annual Stock Award Planning process, ensuring timeliness and efficiency of deliverables. Thoroughly audits and resolves discrepancies in order to ensure accuracy in award submission
• Develops and leads Q3 comp adjustment process to proactively identify market trends and recommended adjustment budgets for annual lock.
• Through a team of analysts, oversees the salary survey submission process and benchmark database maintenance. Analyzes salary survey results and provides recommendations on additions/deletions of benchmark jobs in use.
• Provides analytical support in complex aspects in the development of merit budgets, salary structure modifications, and incentive plan data gathering and reporting.
• Oversees Enterprise Compensation and HR databases and guides team on access, changes, maintenance, and assures the quality and accuracy of data.
• Supports and leads complex economic and cost impact models of compensation initiatives for individually assigned activities or as part of larger Compensation department initiatives.
• Lead consultative point of contact to management in the review of complex pay changes on an individual level (e.g., promotions, transfers, etc.), or enterprise-wide basis, (e.g., merit planning cycles, etc.).
• Keeps current in all aspects of compensation through formal and informal training, participation in local and national professional organizations, continuous learning and reading, and general professional curiosity.
• Manages complex ad-hoc and cyclical Compensation projects, studies, reports, analyses, and requests including but not limited to acquisitions, integrations, and divestitures.
• Consults business leaders, HR leaders, HR Business Partners, Talent Acquisition teammates, and others across the organization on many aspects of SCA's compensation philosophy, teammate value proposition, market pricing, internal equity, job evaluation, broadband structures, and other aspects of compensation to ensure SCA effectively recruits and retains top-tier talent.
• Develops, analyzes, and makes recommendations for compensation programs in support of specific business units within the Company to ensure they are competitive within the market, position, and industry. Partners with senior level executives to present programs, answer questions, and gain approval of compensation programs.
• Assists with the enhancement of the compensation aspect in HR information systems (UKG, iCIMS, Service Now) to ensure service delivery on strategies and initiatives.
• Ensures adherence to organization's compensation-related policies, procedures and regulations.
• Comply with local, state, and federal wage regulations.

• Bachelor's degree required.
• Minimum of 10 years of compensation experience required.
• Minimum of 2 years of team leadership experience required.
• Experience planning for, driving and ensuring quality of key annual compensation initiatives such as merit and bonus cycle.
• Excellent written and verbal communication skills.
• Needs to be a motivated self-starter with excellent time management skills.
• Managing competing priorities and hitting deadlines is a must.
• Experience working with and applying compensation techniques, job evaluation, salary survey practices and methodologies, salary program development, job documentation, the elements of total rewards, and target setting concepts.
• Experience with incentive compensation plan designs, development, deployment, and measurement.
• Experience with maintaining, administering or using compensation systems and knowledge of HRIS analytics as they pertain to compensation functions.
• Knowledge of basic accounting and financial principles and the requirements of collaborating with Finance on relevant compensation activities.
• Experience working with EEOC, OFCCP and other compliance requirements
• Experience applying the principles of the Fair Labor Standards Act and its applicability to the job evaluation process.
• Intermediate level skill in Microsoft Word (for example: inserting headers, page breaks, page numbers and tables and/or adjusting table columns).
• Advanced level skill in Microsoft Excel (for example: using VLOOKUP function, IF statements and other conditional logic, creating a pivot table, pivot chart, etc.).
• Intermediate level skill in Microsoft PowerPoint (for example: applying a theme, formatting character spacing, inserting a picture, changing slide layout and theme colors, adding transitions, customizing slide numbers, changing chart style and/or formatting font).
• Willing to travel up to 10% of the time for business purposes (within state and out of state).

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