Responsible for the leadership and management of compensation programs for Corewell Health. Provides leadership to teams that are accountable for the continuous development, design, implementation, communication and maintenance of compensation programs. Serves as a strategic advisor to leadership on prevailing compensation practices and labor market conditions.

Designs the planning and administration of comprehensive and competitive Compensation programs that support the objective of achieving competitive advantage in the market from both a financial and people perspective across the Beaumont Health system. Plans, develops and implements new and revised programs, policies, and compensation procedures. Assures through thorough audits, reports and personal contact that company programs are consistently administered in compliance with company policies and government regulations. Oversees the hiring, orientation, training of staff. Provides leadership and technical guidance to staff.

>Collaborate with Compensation leadership team to execute strategic, company wide compensation decisions>Participates in annual compensation planning to include salary range movement, below minimum analysis, and general pay increases>Assist the Director of Compensation with the implementation and administration of compensation plans throughout the organization to ensure all plans and programs are aligned with corporate strategies>Ensures all requests for pay adjustments comply with current compensation policy and delegation of authority>Provide guidance and training to other team members on problem resolution, efficiencies, and client service while maintaining service levels for assigned client groups.>Serve as a peer reviewer and mentor of technical knowledge to effectively guide less experienced analysts in complex research, data collection and analytics>Provide research and analysis, design alternatives, and cost implications for compensation related programs>Provide guidance to the business and develop creative solutions on a variety of total compensation issues including the setting of appropriate pay levels, base pay, and shift differential.>Perform deep analysis on effectiveness and competitiveness of existing compensation programs and models potential impact of alternatives>Develop and deliver presentations about compensation programs to influence and educate senior level decision-makers>Partner with HRBPs on compensation issues, and work on a variety of special compensation projects as needed

> Implements and manages the compensation programs across the UMMS system. > Develops and implements new and revised policies, procedures. Assures total reward programs are consistently administered in compliance with company policies and government regulations.> Lead system wide productivity enablement project to standardize titling, policies and pay practices.> Lead Compensation Support Staff on a day to day basis.> Manage the design, development, execution and communication of the organization’s total reward programs, tools and processes. >Provide guidance and counsel to organization’s leaders on compensation related matters, policies, practices and/or procedures. > Partner with Talent Acquisition on compensation hiring practices and protocols. > Serves as total rewards subject matter expert for system implementations that impact compensation programs.> Management of annual incentive/bonus plan administration. > Administers premium pay, bonus and incentive programs and ensures that appropriate documentation is maintained and all procedures are followed. > Provides technical input to compensation communications and directly assists in communicating new/revised programs and initiatives when needed.

•Completes written salary survey questionnaires to provide salary information for national surveys. Reviews results of salary surveys, evaluates market and economic trends, compiles, analyzes and interprets data to recommend salary ranges, adjustments and hiring rates for salary structures and individual rates.•Investigates requests for the study of existing, new or modified jobs for assigned client groups. Reviews and evaluates requests for position reclassifications. Establishes new positions and reclassifies incumbent employees in accordance with UMMS Human Resources compensations policies and procedures. Reviews job duties, qualifications and licensure requirements and performs comparative analyses of positions to assess the level and complexity of the position and for placement at the appropriate salary/pay level. Reviews final recommendations with Compensation Consultant for approval. Uses quantitative, market-based, qualitative or other job evaluation systems to evaluate jobs.•Develops, writes, edits and clarifies job descriptions assuring compliance with various standards and regulations, particularly those of JCAHO and the Department of Labor. Reviews and updates job descriptions upon request.•Investigates salary administration problems/concerns such as, internal equity issues and job classification changes; reviews special salary adjustments such as bonuses, shift differentials, on-call pay or special pay plans for appropriateness, equity and market competitiveness.•Generates various computer reports, regularly, to support, explain, document, record and justify and all of the aforementioned studies, salary requests, investigates requests and position reviews, using Human Resources Information System (HRIS) and various PC software packages. Maintains various required records, reports and files.•Attends and participates in in-service training and various educational programs for professional growth and development.

Administer the Company's salary administration, incentive and stock award programs. Consults with, and provides guidance to, managers in matters related to the corporate salary administration, incentive and stock award programs. Completes compensation surveys. Generates reports and performs analyses on data derived from the Human Resources Information System (HRIS). Works independently to support assigned Employment and managerial staff, providing consultative advice and applying established policy. Coordinates the distribution of annual incentive plan payout recommendations.Administers the job evaluation program:-Receives and tracks requests for job evaluations.-Evaluates jobs received for Job Evaluation Committee review. -Reviews external market data for comparable jobs. -Reviews internal benchmark jobs for comparison to job under evaluation. -Analyzes the information and recommends salary grade levels, EEO Job Groups and job classifications. Implements the salary administration program:-Advises managers and Employment Officers on salary administration policies and procedures.-Educates managers and Employment Officers regarding salary administration guidelines including promotional increase processes, job changes, etc. Advises managers and Employment Officers with regard to unusual situations which fall outside the guidelines.-Assists with annual review of the Salary Administration Policies and Procedures document and related processing procedure guidelines, and makes recommendations for revisions.-Assists with the review of proposed merit increases for adherence to required approvals, guidelines and timeframes.-Updates and maintains salary grade ranges in the HRIS system (Ultipro system).-Corresponds as needed with Employment Officers and managers.-Updates employee Ultipro records, through an import process, with the correct salaries.-Reviews employee records post import to assure salaries have been adjusted accordingly.

I am dedicated to maintaining confidentiality, quality, and accuracy. At Dart Container I review job descriptions and provide feedback to managers and HR regarding consistent job language, FLSA status, and other information contained in the job description. I market price jobs and provide recommendations on the appropriate salary grade and range and also participate in salary surveys. I write and deliver communications such as plan documents, manager and employee guidelines, training, presentations, process documentation, and policies and practices impacting compensation. I analyze employee pay and other HR data and make recommendations based on the results. I also do the following duties within my position:• Calculate bonus accruals and payouts• Administer annual merit and incentive process• Research best practice for various types of pay, including rewards, retention, variable or incentive pay, shift differentials, etc• Assist in compensation design projects such as salary structure development, incentive plan development, merit budgeting and planning, etc• Counsel HR team and managers on issues regarding pay and offer solutions consistent with the company’s compensation philosophy and strategy• Assist in automating processes (merit, bonus payout, market pricing, survey participation, etc.)• Document compensation process workflows, policies and procedures• Familiarity with federal, state and local laws impacting compensation

I provide administrative support and assist in project work for the Sales Recruiting group and Corporate HR Business Partner. I oversee Applicant Tracking System (ATS) for the Sales Recruiting Group, including managing candidate information, creating response agents, and hiring personnel in the system. I answer roll over front desk phone calls, handle security issues and administer the tuition reimbursment program. I Create interviewing and territory files for the Sales Recruiting Group, maintain filing system, send interviewing kits, conduct background checks, and send correspondence to candidates, managers and recruiter.