Compensation Consultant - Sales and Broad-based

JOB SUMMARY

As part of the Compensation and Recognition Center of Excellence, this job designs, develops, and consults on Sales and broad-based compensation programs and initiatives for the Company and for assigned business units; evaluates and benchmarks current compensation programs to determine competitive position; uses in-depth knowledge, strategic judgment and technical expertise to successfully develop, execute, and communicate compensation programs and processes.

This role can be remote or hybrid. Preferred location is Pittsburgh PA, however will consider other locations for the right candidate. This role will be hybrid if a candidate is 50 miles or less to an office - 3 days a week onsite - T, W. Th.

ESSENTIAL RESPONSIBILITIES

• Effectively analyze, improve, consult and educate on, and execute various base pay, variable and supplemental compensation programs for the Company and/or assigned business units and/or job families

  • Work effectively with business leaders and HR business partners, as well as internal departments including HR Shared Services, HR Technology, Talent, Employee and Labor Relations, and on occasion Legal, IT, Finance and Payroll.

  • Plan, implement, and deliver educational tools and meetings with leaders.

• Evaluate and benchmark assigned current base and variable compensation and recognition programs to ensure they’re competitive, and support development of new programs

  • Develop and present recommendations and solutions which are cost-effective and aligned with market trends and Company objectives.

  • Assist with program transitions on acquisitions and divestitures.

  • Assess governance and compliance risk in regions and local subsidiaries, and develop proactive compliance strategies. Partner effectively with Legal and Corporate Affairs, Finance, and HR Technology.

• Collaborate with Talent Engagement Leads, Directors, and Partners (HR Business Partners) and Recruiters to provide consulting and strategic direction on new and changing jobs, compensation and recognition issues, offers, and changes.

  • Provide communications, training, and guidance on plans and compliance requirements for administration to Shared Services and the HR Business Partner groups.

  • With Talent Engagement Leads, interface with leaders with the organization by providing consultative advice and direction on design and communication issues.

• Manage multiple projects of varying size and complexity.

• Stay current on legislative updates affecting the areas of compensation and benefits, including ERISA, DOL, IRS and HHS agencies.

  • Ensure compliance with federal and state guidelines impacting executive compensation programs, and oversee preparation of reports and filings as required by government agencies.

  • Remain current on legislative and IRS changes relative to plan regulations, procedure changes and mandated disclosures.

  • Confer with vendors and consultants to analyze equity and viability of current compensation programs compared to trends and regulatory requirements.  Continually assess the competitiveness of all programs and practices against industry standards and comparable companies.

• Other duties as assigned or requested.

EXPERIENCE

Required

• 5 years of experience in developing, implementing and administering Compensation programs

Preferred

• None

EDUCATION

Required

• None

Preferred

• Bachelor’s or Master’s Degree in Business Administration, Human Resources, Finance or related field

LICENSES AND CERTIFICATIONS

Required

• None

Preferred

• CCP (Certified Compensation Professional)

• PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources)

KNOWLEDGE, SKILLS & ABILITIES

• Superior ability to compile, synthesize, reconcile and analyze data from various sources, draw conclusions and make recommendations

• Intermediate statistical knowledge

• Ability to make decisions, influence others and to gain their support

• Strong business and financial acumen

• Strong written communication skills

• Excellent interpersonal skills and ability to build rapport with HR business partners and company management at all levels, including senior-level executives

• Solid organizational Skills

• A team player; ability to adapt to different styles and develop cooperative relationships with employees at all levels in the organization

• Ability to deal effectively with internal and external stakeholders

Language (Other than English):

None

Travel Requirement:

0% - 25%

PHYSICAL, MENTAL DEMANDS and WORKING CONDITIONS

Position Type

Office-based

Teaches / trains others regularly

Occasionally

Travel regularly from the office to various work sites or from site-to-site

Rarely

Works primarily out-of-the office selling products/services (sales employees)

Never

Physical work site required

Yes

Lifting: up to 10 pounds

Constantly

Lifting: 10 to 25 pounds

Occasionally

Lifting: 25 to 50 pounds

Rarely

Disclaimer: The job description has been designed to indicate the general nature and essential duties and responsibilities of work performed by employees within this job title. It may not contain a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to do this job.
Compliance Requirement: This job adheres to the ethical and legal standards and behavioral expectations as set forth in the code of business conduct and company policies.
As a component of job responsibilities, employees may have access to covered information, cardholder data, or other confidential customer information that must be protected at all times.  In connection with this, all employees must comply with both the Health Insurance Portability Accountability Act of 1996 (HIPAA) as described in the Notice of Privacy Practices and Privacy Policies and Procedures as well as all data security guidelines established within the Company’s Handbook of Privacy Policies and Practices and Information Security Policy. 
Furthermore, it is every employee’s responsibility to comply with the company’s Code of Business Conduct. This includes but is not limited to adherence to applicable federal and state laws, rules, and regulations as well as company policies and training requirements.

Pay Range Minimum:

Pay Range Maximum:

Base pay is determined by a variety of factors including a candidate’s qualifications, experience, and expected contributions, as well as internal peer equity, market, and business considerations.  The displayed salary range does not reflect any geographic differential Highmark may apply for certain locations based upon comparative markets.

Highmark Health and its affiliates prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities and prohibit discrimination against all individuals based on any category protected by applicable federal, state, or local law.

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