Region Director Compensation-CA

Inspired by faith. Driven by innovation. Powered by humankindness. CommonSpirit Health is building a healthier future for all through its integrated health services. As one of the nation’s largest nonprofit Catholic healthcare organizations, CommonSpirit Health delivers more than 20 million patient encounters annually through more than 2,300 clinics, care sites and 137 hospital-based locations, in addition to its home-based services and virtual care offerings. CommonSpirit has more than 157,000 employees, 45,000 nurses and 25,000 physicians and advanced practice providers across 24 states and contributes more than $4.2 billion annually in charity care, community benefits and unreimbursed government programs. Together with our patients, physicians, partners, and communities, we are creating a more just, equitable, and innovative healthcare delivery system.

Job Summary / Purpose
The Region Director Compensation oversees the design, development, implementation and integration of compensation programs for the assigned region, market(s) and/or service line(s) that reflect CommonSpirit Health’s Total Rewards strategy, ensuring alignment with company objectives and legal/regulatory requirements.  The Region Director Compensation continually monitors the effectiveness of existing compensation programs, policies, guidelines and procedures, and works closely with HR leadership and other CSH leaders to ensure effective delivery of programs.  The Region Director Compensation is responsible for working closely with the Region CHRO to align and standardize compensation programs and practices that will support the region and system.

Essential Key Job Responsibilities

• Partners with the Region CHRO to determine the compensation strategy for the assigned region.  This includes:
• Participating in the design, modeling, education and delivery of various compensation pay practices throughout the system and their assigned region.  
• Understand Region and Market differences that may impact pay practice and programs.  Help determine various alternatives within established guidelines. 
• Provides the Region Compensation team with direction on strategy, standardization and integration of compensation programs and practices.  
• Continually monitors the effectiveness of existing compensation programs, policies, guidelines and procedures and works closely with HR leadership and CSH leaders to ensure effective plans, documentation and training are delivered.
• Oversees and directs the organizational alignment work as it relates to compensation.   Works closely with the Region CHRO and Compensation COE leadership to understand the work and initiates and oversees the compensation work that needs to be completed.
• Builds strong working partnerships with other HR teams and COEs, the financial department, business departments and senior management to ensure the effective implementation of compensation policies.  
• Keeps informed of external market and compensation trends for all markets within the assigned region and develops integrated solutions and is a change agent and champion for new compensation related initiatives and programs. 
• Collaborate continuously with various COEs (TA, HRBP, ERP) to understand challenges for the Region/Markets, provide options and solutions to Region/Market compensation challenges and keep COE leaders apprised of compensation changes.  
• Manages or directs related staff to ensure the accuracy of compensation information including incentive calculations, approvals for award payments, and payment records.

Functional Competency Details
Decision Making and Critical Thinking
Knowledge of the decision-making process and associated tools and techniques; ability to accurately analyze situations and reach productive decisions based on informed judgment.

Salary Planning
Knowledge of salary planning tools and methods, job evaluation techniques, and market salary trends; ability to design and implement salary programs.

Incentive Programs
Knowledge of incentive planning tools, techniques and procedures; ability to develop and implement incentive and rewards programs.

Influencing
Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside your own organization.

Strategic Thinking
Understanding of the importance of "big picture" thinking and planning and ability to apply organizational acumen to identify and maintain focus on key success factors for the organization.

Compensation Management
Knowledge of compensation structure and related concepts and ability to design, implement and evaluate compensation programs, policies and processes within an organization.

Communicating for Impact
Knowledge of the concepts, tools and techniques for effective listening and communicating; ability to apply these theories to receive, transmit and accurately interpret information and ideas to influence others in various situations.

Minimum Qualifications

Required Education and Experience 
Bachelor's degree or five (5) years of job or industry-related experience in lieu of the degree. Minimum of seven (7) years of experience in related fields. Minimum of five (5) years of managing people or complex projects/processes.

Required Licensure and Certifications
Certified Compensation or HR Professional preferred.

Required Minimum Knowledge, Skills, Abilities and Training
Strong analytical and problem-solving skills. Strong presentation and education skills to include delivery and communications as well as technical software.