Compensation Partner

Location: Chicago, Illinois

Hospital: Rush University Medical Center

Department: Total Rewards

Work Type: Full Time


Work Schedule: 8 Hr (9:00 AM - 5:00 PM)

Rush offers exceptional rewards and benefits learn more at our Rush benefits page (

Pay Range: $50.15 - $72.78 per hour
Rush salaries are determined by many factors including, but not limited to, education, job-related experience and skills, as well as internal equity and industry specific market data. The pay range for each role reflects Rush's anticipated wage or salary reasonably expected to be offered for the position. Offers may vary depending on the circumstances of each case. This role has a corresponding incentive plan based on multiple factors. incentive compensation and additional benefits can be found on our Rush benefits page (

Summary:
The Compensation Partner serves as the compensation point of contact and compensation strategic business partner to functional units within the organization. In alignment with system goals and objectives, this position leads compensation strategies with the business to achieve strategic goals and program objectives. This position will work across several business functions, including HR, Legal and Operations, on strategic and small projects to manage and support multiple, complex business leadership teams. As a subject-matter expert, the Compensation Partner provides strategic compensation consultancy and implementation of new program and best practices. The ideal candidate is someone who can take big ideas and turn them into tactical steps that can be executed upon. The person needs to have strong interpersonal skills, be very detailed, and have excellent communication skills. Also, must be willing to have fun, work hard, and have a true passion to help solve problems and help others. Exemplifies the Rush mission, vision, and values and acts in accordance with Rush policies and procedures.

Other information:
Required Job Qualifications:
• Education: Bachelor's Degree in HR, Business, Accounting, Finance or related field
• Experience: 8 years' relevant progressive experience in compensation
• Advanced working knowledge of Excel and Word
• Excellent communications skills
• Exceptional analytical and problem-solving skills, with accuracy and attention to detail.
• Ability to manage multiple responsibilities while prioritizing and meeting deadlines.
• Advanced working knowledge of Excel and familiarity with HRIS systems.
• Excellent oral and written communication skills.
• Customer-service focused and able to interact effectively and professionally with all levels of employees and executives in a team-based environment.
• High level of agility and sense of urgency in dealing with clients and executives.
• Ability to maintain strict confidentiality of information.


Preferred Job Qualifications:
• Healthcare compensation experience
• Familiarity with working with a compensation data management tool such as PayFactors, MarketPay or Kenexa

Physical Demands:

Competencies:


Disclaimer: The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of duties, responsibilities or requirements.

Responsibilities:
• Builds meaningful relationships with business leaders and key stakeholders and provides expert consultation and advice to them on strategic and operational compensation matters.
• Understands and interprets operational processes and develops, recommends, and facilitates implementation of compensation strategies to support business strategies/plans.
• Keeps abreast of regulations and the regulatory environment and anticipates and operationalizes their implications on compensation programs and practices.
• Facilitates compensation design efforts to support career paths, business development, and new compensation programs. In support of these efforts, partners with internal communications and Business Partners to lead change management efforts and related communication plans.
• Understands the operational and staffing challenges of the business unit along with the impact to compensation; influences leaders to deliver options to meet current and future staffing targets. Challenges the prioritizing of initiatives and works to ensure business objectives are supported through compensation initiatives.
• Analyzes, and reviews annual compensation survey data and participates in the annual review process. Manages, with other members of the team, the annual review process to project manage, develop communications and communication plans, and continually seek to modernize and improve the process.
• May coach, mentor, guide, and provide oversight to less senior Compensation Analysts.
• Counsels HRBPs, TA team members, and business leaders on many aspects of the Rush's compensation philosophy, market pricing, internal equity, job evaluation, salary structures, and other aspects of compensation to ensure the organization's ability to effectively recruit and retain 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. May meet with senior level executives to present programs, answer questions, and gain approval of compensation programs. Provides ongoing education for front-line leaders and business unit leadership, helping to build compensation acumen across the organization.
• Leads large-scale special projects and participates on committees, workgroups, and teams on behalf of the department.

Rush is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.