Compensation Consultant

Make an impact on how TriHealth attracts, rewards, and retains top talent. As a Compensation Consultant, you'll play a key role in shaping competitive pay programs, analyzing market trends, and partnering with leaders across the organization to ensure team members are recognized and rewarded fairly. If you enjoy solving complex problems, working with data, and influencing workforce strategy, this is an exciting opportunity to help drive our people‑first mission while supporting the growth and success of one of the region’s leading healthcare systems. Location This is a remote‑based position with work performed primarily from home. Occasional in‑office attendance is required for meetings, training sessions, project discussions, and other business‑related activities. Schedule Full‑time position – 80 hours bi‑weekly Day shift We offer competitive shift differentials, opportunities for professional growth, and a comprehensive benefits package that may include medical, dental, vision, paid time off, retirement savings plans, and tuition reimbursement. Qualifications Bachelor's Degree in Business; or related field Knowledge of mathematics/statistics/algebra Advanced computer literacy Knowledge of legal aspects of field 3-4 years experience in Human Resources. Job Overview This position is responsible for assisting in the design, implementation, and administration of compensation programs for one or more assigned client areas (hospitals, shared services/physician practice operations, or physician/advanced practice clinician compensation) as well as evaluating positions at all organizational levels for appropriate pay range assignments, conducting and coordinating salary surveys, and recommending adjustments accordingly to ensure the maintenance of the organization’s compensation objectives and competitive position in the marketplace. Also assists in design and administration of applicable incentive programs within the guidelines of established policies, and serves as a resource for management and non‑management team members regarding the various compensation programs and policy/procedure interpretations. Plans, conducts, and supervises complex assignments. Works under general direction. Job Responsibilities Conducts and coordinates compensation surveys. Delegates or participates in specified surveys conducted by other organizations such as Greater Cincinnati Health Care Council, etc. and provides timely written analysis report suitable for direct presentation to top management. Uses survey data and critical thinking/decision making skills to formulate recommendations for changes/adjustment to compensation programs. May provide work direction to HRIS or other HR staff. Supports Compensation Director and department in any assigned projects/duties including annual coordination of management or non‑management appraisal process, job description database, incentive plan management, executive compensation administration, acquisitions, etc. Coordinates creation of work plan, corresponding analysis/documentation or necessary reports. In conjunction with HRIS and/or Payroll facilitates the proper process development and improvement and execution of compensation related transactions, system configurations and projects. Maintains detailed reports and executive summary information on organizational measures and outcomes of the compensation functions including measurements of performance appraisal scoring, weekly turnaround of market pricing, fiscal cost impact of market adjustments, cost and benefit analysis of incentive programs, etc. Participates in FLSA compliance such as interpretation and compliance of state and federal wage, salary and hour laws and regulations. Participates in labor cost analysis and management training and development. Studies and analyzes all non‑management, management and executive jobs and works with lines of business to prepare Job Descriptions in a standardized form. Evaluates jobs using established market pricing and internal comparisons to determine appropriate grades. Works with managers and recruiters to effectively administer compensation programs, helping to evaluate jobs, set hiring rates, determine promotional increases and all other compensation matters. Determines cost impact and seeks approval as necessary. Works to establish and maintain consistency and accuracy of job titles, pay grades, and adherence to salary ranges. Oversees the administration of compensation and performance management system/programs for employees, including assistance in development, design and implementation of range structure, pay delivery and performance management programs and compensation policies. Determines effectiveness of current compensation programs, policies and procedures, and recommends revisions accordingly. Writes and recommends appropriate compensation policies for approval. Working Conditions Climbing – Rarely Hearing: Conversation – Consistently Hearing: Other Sounds – Frequently Kneeling – Rarely Lifting 50+ Lbs. – Rarely Lifting Pulling – Rarely Pushing – Rarely Reaching – Rarely Sitting – Frequently Standing – Rarely Stooping – Rarely Talking – Consistently Use of Hands – Frequently Color Vision – Occasionally Visual Acuity: Far – Frequently Visual Acuity: Near – Consistently Walking – Frequently #J-18808-Ljbffr