1. Assist with the development, implementation, and administration of compensation practices, identify opportunities for improvement to Compensation policies and practices and make recommendations to HR leadership.
2. Review and address all pending requests including new hire offers, promotions and transfers in TMS, and send timely reminders to leadership to prevent delays in processes and retros. This may include review of Position Control Committee (PCC) submissions, conferring with managers and preparing written reports on findings and recommendations.
3. Conduct job analysis, evaluation, and salary administration to determine appropriate pay grades, salary ranges, and pricing based on internal and external equity. This may include review and assessment of market data, benchmark descriptions, and departmental compensation reviews. Prepare and present summary reports of compensation analysis, cost, and impact in an easily understandable format to non-technical audiences and in anticipation of business needs.
4. Regularly review and audit positions, Team Members’ salaries, compa-ratios, pay ranges and pay practices to ensure they are fair, competitive, and equitable, and identify Team Members below and/or above range minimum and maximum, in compliance with IEHP policies, guidelines, wage and hour laws and best practices.
5. Participate in compensation surveys. Benchmark positions using salary surveys for developing and maintaining salary structures, pay grades and other compensation practices. Prepare and present findings and recommendations, and handle administrative steps to formalize recommendations.
6. Document and maintain all position changes on a monthly basis including pay grade changes, new and inactive positions while ensuring data integrity in both TMS and ADP systems. Assist in the preparation and audit of the monthly pay schedule.
7. Review new positions in anticipation of recruitment to ensure appropriate classification. Based on position-specific information, determine if an existing description can be used for classification. As necessary, audit and recommend modifications to position descriptions which accurately reflect current roles, responsibilities, requirements and FLSA status.
8. Take initiative in all compensation projects and proactively research and propose recommendations in anticipation of business needs.
9. Ensure data accuracy and integrity by performing periodic audits. Work with internal teams to identify and resolve data issues.
10. Research situations as they arise related to aspects of compensation to provide clarity for resolution in consideration of historical practices, similar situations, etc.
11. Assist with the development and documentation of compensation procedures to streamline processes and ensure compliance with IEHP compensation philosophy and regulatory requirements.
Commitment to Quality: The IEHP Team is committed to incorporate IEHP’s Quality Program goals including, but not limited to, HEDIS, CAHPS, and NCQA Accreditation.