Job Overview:
The Total Rewards Manager is responsible for the strategic leadership, development, implementation, administration, and continuous improvement of the Doctors Hospital Health System Total Rewards programs, including compensation, benefits administration, salary administration, job evaluation, workforce scheduling oversight, and pay governance.
The incumbent serves as the organization's subject matter expert for compensation strategy, job architecture, salary structures, and employee benefits, ensuring that all Total Rewards programs are equitable, competitive, fiscally responsible, and aligned with the Health System's strategic objectives.
This role provides strategic leadership in job evaluation methodology, organizational grading structures, salary scale development, pay equity analysis, compensation policy development, workforce movement administration, and benefits management. The Total Rewards Manager partners closely with Executive Leadership, Finance, Talent Acquisition, HR Business Partners, and operational leaders to support organizational design, workforce planning, recruitment competitiveness, employee engagement, and retention initiatives.
While the role also oversees Staffing & Scheduling operations, the primary strategic focus is the development and governance of compensation and benefits programs that support organizational effectiveness and workforce sustainability.
Total Rewards Strategy:
- Develop, implement, and continuously improve the Health System's Total Rewards philosophy and strategy.
- Ensure compensation and benefits programs support the recruitment, retention, motivation, and engagement of associates.
- Evaluate Total Rewards programs to ensure competitiveness within the healthcare industry.
- Conduct annual reviews of compensation and benefits strategies.
- Recommend enhancements based on market trends and organizational needs.
- Support Executive Leadership in developing workforce attraction and retention strategies.
Compensation Strategy & Job Architecture
- Lead the development and administration of the organization's compensation philosophy.
- Develop and maintain a standardized job evaluation methodology for all positions throughout the organization.
- Conduct comprehensive job evaluations for new and existing positions.
- Review organizational structures and recommend appropriate job grades.
- Design and maintain organizational grading structures.
- Develop and maintain salary scales and pay bands across all employee groups.
- Conduct salary structure reviews and redesign initiatives as organizational needs evolve.
- Lead compensation initiatives including nursing salary bands, security salary structures, and organization-wide pay framework reviews.
- Conduct market pricing using healthcare compensation surveys and benchmarking data.
- Develop compensation recommendations for new positions and organizational restructuring initiatives.
- Support Executive Leadership during organizational redesign and workforce planning activities.
- Ensure internal equity while maintaining external market competitiveness.
Compensation Administration:
- Administer salary administration policies across the Health System.
- Review and approve compensation recommendations related to:
- Promotions
- Transfers
- Relocations
- Acting appointments
- Reclassifications
- Salary adjustments
- Equity increases
- Evaluate compensation implications resulting from workforce movement.
- Review employment offers to ensure salary recommendations align with organizational guidelines.
- Conduct compensation analyses supporting recruitment and retention initiatives.
- Monitor salary compression and recommend corrective actions.
- Ensure consistent application of compensation policies across all departments.
- Prepare compensation recommendations for Executive Leadership approval.
Pay Equity & Workforce Analytics:
- Conduct ongoing pay equity reviews across departments, grades, and occupational groups.
- Analyze compensation data to identify internal equity concerns.
- Recommend corrective salary adjustments where inequities exist.
- Develop workforce compensation dashboards and executive reports.
- Monitor organizational compensation metrics and trends.
- Analyze turnover, retention, salary progression, and workforce movement data.
- Utilize workforce analytics to support organizational planning and decision-making.
- Present compensation findings and recommendations to Executive Leadership.
Benefits Administration:
- Manage all employee benefit programs, including
- Medical Insurance
- Dental Insurance
- Vision Benefits
- Retirement Programs
- Pension Plans
- Life Insurance
- Wellness Programs
- Employee Assistance Programs
- Leave Benefits
- Coordinate annual benefits enrollment.
- Ensure compliance with benefits legislation and organizational policies.
- Manage vendor relationships and service agreements.
- Resolve complex employee benefit issues.
- Conduct periodic benefits benchmarking.
- Recommend enhancements to benefit offerings.
- Monitor benefit utilization and program effectiveness.
Staffing & Scheduling Operations:
- Provide oversight of staffing and scheduling operations.
- Collaborate with departmental leaders to assess staffing requirements.
- Review staffing utilization and scheduling effectiveness.
- Support workforce planning initiatives.
- Assist departments with staffing optimization.
- Monitor staffing trends and recommend operational improvements.
- Ensure staffing records remain accurate and current.
Workforce Planning & Organizational Design:
- Support organizational restructuring initiatives.
- Collaborate with Talent Acquisition regarding job architecture and compensation strategies.
- Participate in workforce planning initiatives.
- Assist departments in evaluating organizational structures.
- Develop career progression frameworks and compensation pathways.
- Support succession planning initiatives through compensation planning.
Payroll Support:
- Partner with Payroll to ensure accurate implementation of salary changes.
- Review salary adjustments before payroll processing. ·
- Ensure compensation transactions are processed accurately.
- Assist with payroll audits.
- Support year-end compensation activities.
Policy Development:
- Develop, review, and maintain compensation, benefits, and salary administration policies.
- Ensure compliance with:
- Employment legislation
- Organizational policies
- Compensation governance standards
- Benefits regulations
- Review policies annually and recommend revisions.
Financial Planning & Budget Support:
- Support the annual salary and benefits budgeting process.
- Conduct financial analysis relating to compensation costs.
- Forecast annual compensation and benefits expenditures.
- Monitor departmental compensation budgets.
- Assist finance with workforce budgeting initiatives.
HR Analytics & Reporting:
- Develop executive compensation reports and dashboards.
- Monitor key performance indicators related to:
- Compensation
- Benefits
- Turnover
- Vacancy Rates
- Internal Promotions
- Salary Competitiveness
- Workforce Movement
- Present analytical findings and recommendations to Executive Leadership.
- Support data-driven decision-making.
Leadership & Collaboration:
- Provide guidance to HR staff regarding compensation matters.
- Partner with HR Business Partners on employee movement and organizational design.
- Collaborate with Finance on budgeting and compensation planning.
- Build productive relationships with department leaders.
- Support Talent Acquisition with compensation recommendations.
- Participate in HR strategic initiatives.
- Represent Human Resources on organizational committees
Non-Essential Functions:
- Participate in organizational committees and cross-functional initiatives.
- Support implementation of HR technology enhancements.
- Attend professional conferences and continuing education programs.
- Benchmark compensation and benefits best practices.
- Assist with special HR projects.
- Mentor junior HR associates where appropriate.
- Perform other duties as assigned.
- Professional Requirements::
- The Total Rewards Manager is expected to demonstrate exceptional professionalism, integrity, business acumen, and strategic thinking while serving as the organization's lead resource for compensation, benefits, and Total Rewards.
The incumbent must maintain current knowledge of compensation strategy, salary administration, job evaluation methodologies, employee benefits, employment legislation, workforce analytics, and healthcare HR best practices.
The Total Rewards Manager is expected to exercise sound judgment, maintain strict confidentiality, communicate effectively with Executive Leadership, and foster collaborative relationships across the organization while promoting the Mission, Vision, and Values of Doctors Hospital Health System.
Required Qualifications:
Education Required:
- Bachelor's Degree in Human Resources Management, Business Administration, Finance, Accounting, or a related discipline.
Preferred
- Master's Degree in Human Resources, Business Administration (MBA), Organizational Development, Finance, or a related field.
Experience Required:
- Minimum of five (5) years of progressive Human Resources experience in compensation, benefits, Total Rewards, or Human Resources Operations.
- Minimum three (3) years of management or supervisory experience.
- Demonstrated experience developing compensation programs and salary administration frameworks.
- Experience conducting job evaluations and organizational grading.
- Experience designing salary structures and pay bands.
- Experience administering employee benefits programs.
- Experience utilizing HRIS and payroll systems.
- Advanced Microsoft Excel proficiency.
Preferred
- Healthcare Human Resources experience.
- Experience conducting market pricing and compensation benchmarking.
- Experience leading pay equity reviews.
- Experience supporting organizational restructuring.
- Certified Compensation Professional (CCP), SHRM-CP/SHRM-SCP, PHR/SPHR, or equivalent certification.
Knowledge, Skills, and Abilities:
Knowledge:
- Compensation Strategy
- Job Evaluation Methodologies
- Salary Administration
- Salary Structure Design
- Pay Equity Principles
- Market Pricing
- Employee Benefits Administration
- Workforce Planning
- Organizational Design
- HR Analytics
- Compensation Governance
- Employment Law
- HRIS Systems
- Payroll Administration
- Financial Analysis
Skills:
- Compensation Analysis
- Job Evaluation
- Salary Benchmarking
- Workforce Analytics
- Advanced Microsoft Excel
- Financial Modeling
- Data Analysis
- Strategic Planning
- Executive Presentation
- Project Management
- Policy Development
- Communication
- Leadership
- Problem Solving
Abilities:
- Design and administer equitable compensation frameworks.
- Evaluate positions using standardized job evaluation methodologies.
- Develop salary structures aligned with organizational objectives.
- Analyze workforce and compensation data to support strategic decision-making.
- Maintain confidentiality of highly sensitive compensation information.
- Build collaborative relationships across all levels of the organization.
- Influence organizational leaders through data-driven recommendations.
- Prioritize multiple initiatives while maintaining accuracy and attention to detail.
- Lead organizational change related to Total Rewards programs.
