Start Your Job Search

SCI Summary: SCI supports people with disabilities, behavioral challenges, medically complex needs, transitioning youth, the elderly, and other populations using Maryland Department of Health's Targeted Case Management and Supports Planning work models as well as a concierge level geriatric care management and care partner model.

Position Summary: The Compensation Manager will be responsible for managing the compensation programs consistent with compensation philosophy and target market pay strategy for total rewards. This role will develop and implement compensation strategies, policies, and procedures to ensure fair and competitive compensation practices. The Compensation Manager conducts market research to determine salary ranges, administers employee benefits programs, and provides guidance to the People teams and managers on compensation-related matters. Additionally, this role analyzes and evaluates job positions, conducts salary surveys, and makes recommendations for salary adjustments and bonus structures. This role will also be involved with regulatory compliance and reporting.

SCI Team Member Expectations: All SCI team members are expected to: Ensure services provided follow the organization's mission statement, core operating values and policies and procedures, follow HIPAA, confidentiality and security procedures and principles; collaborate with peers, leadership, and support areas of the organization; actively participate in and contribute to leadership and other staff meetings and trainings; maintains compliance with federal, state, and local employment laws and regulations; follow self-direction and person-centered planning procedures and philosophy; and to foster a culture that values diversity.

Essential Duties:

• Leads the development, design, evaluation, implementation, and administration of the organization's compensation programs and initiatives aligned with SCI's core values, Compensation Philosophy and Target Market Pay Strategy
• Leads compensation projects and initiatives as assigned
• Researches and analyzes compensation trends and benchmarks
• Collaborates and maintains documentation on compensation, bonus and incentive programs and procedures, and establishes mechanisms to measure and modify as needed
• Manages relationship and contracts with compensation consultants
• Conducts analysis and measures and modifies compensation programs per procedures
• Provides reports and analysis to the Total Rewards Committee as required
• Maintains and administers compensation procedures
• Administers bonus and incentive programs eligibility, ensures recommendations are compliant with established procedures and budgets, and forwards to Payroll for payment
• Validates payment of bonus and incentives are aligned with approved amounts
• Researches new and revised compensation processes and/or practices in line with sector benchmarks and best practices
• Develops and recommends a compensation strategy to attract/retain talent with Total Rewards Committee
• Develops and revises compensation policies and procedures that adhere to SCI's philosophy, guidelines, and regulatory requirements
• Collaborates with the Finance Centers of Excellence to ensure accurate implementation and administration of compensation plans
• Reviews compensation data to ensure internal and external equity and compliance with regulations
• Guides data analytics to evaluate the effectiveness of compensation programs and provides insights for decision-making
• Leads the Annual Compensation Review and all related work streams
• Supports the development, design, evaluation, implementation, and administration of the organization's compensation programs and initiatives
• Monitors and maintains compliance with FLSA and other compensation regulations and models recommendations for compensation actions
• Supports People and Culture Leadership to respond to compensation concerns and questions, including recommendation on promotions, transfers, and market pay adjustments
• Provides compensation analysis and support to People and Culture Leadership Tea
• Maintains market match data, job descriptions, and other documentation related to compensation including updates to consultant's compensation tool
• Maintains years of experience, education and certification documentation for Team Members
• Works with outside consultant to obtain market pricing and job grading for internal/external offers using specified methods consistent with compensation philosophy
• Participates in the periodic analysis of salary structure and positions to ensure jobs are competitively positioned in comparison to market
• Provides salary offer recommendations that include decision support research, analysis, data, tools and structures related to compensation and classification
• Ensures existing procedures and guidelines around compensation are being followed
• Leads compensation projects and initiatives as assigned

Supervisory Duties:

• None

Education Required:

• Bachelor's degree in business, Human Resources or related field; master's degree preferred
• Certified Compensation Professional (CCP) or Certified Employee Benefits Specialist (CEBS) certification is highly desirable.
• Progress toward CCP in position during the first year in position

Experience Required:

• 7 years of experience designing, implementing and administering base pay and bonus/incentive plans
• Experience designing, developing, and implementing salary structures using market data
• Strong understanding of HR processes and data and all aspects of compensation (e.g., base pay, equity, incentives, etc.)
• Experience implementing mass pay increases in an HRIS
• Experience implementing a compensation system
• Excellent analytical, organizational, and communication skills
• Strong understanding of the Fair Labor Standards Act, Pay Equity Act, Pay Transparency Act, Employment Standards Act, and other related legislation
• Strong understanding of Total Rewards principles and best practices
• Excellent technical ability with MS Office Suite
• HRIS systems implementation experience preferred

SCI Value Related Competencies:

• People Come First (Customer Focus): Thinks and acts with people we support in mind when making decisions. Dedicated to meeting the expectations and requirements of internal and external shareholders, uses information and feedback to improve services.
• Building Relationships and Connections: Interpersonal savvy. Relates to all kinds of people. Builds appropriate rapport, uses diplomacy and tact, diffuses high-tension situations comfortably. Establishes and maintains meaningful connections within the community and the organization (internal and external stakeholders)
• Education (Informing Others): Quickly finds common ground to solve problems. Is seen as a cooperative team player. Provides coaching and mentoring to team members. Consistent communicator, provides team members with the tools they need to perform their jobs in a timely manner. Explores all available options to make the best decision for internal and external holders
• Diversity: Values, appreciates and honors the ways in which cultural differences can create value in organizations. Is service oriented: Demonstrates a commitment to the philosophies for services and the goal of independence for the people we serve. Raises awareness in communities to appreciate the similarities and unique gifts of each person. Interacts with all kinds of team members equitably, deals effectively with all races, nationalities, cultures, disabilities, ages, and genders, supports equal and fair treatment and opportunity for all.
• Driving Solutions (Perseverance): Pursues all initiatives with energy, drive, and the goal to succeed.

Job-Specific Competencies:

• Balances Stakeholders: Anticipating and balancing the needs of multiple stakeholders
• Communicates Effectively: Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences
• Collaborates: Building partnerships and working collaboratively with others to meet shared objectives
• Manages Complexity: Making sense of complex, high quantity, and sometimes contradictory information to effectively solve problems
• Resourcefulness: Securing and deploying resources effectively and efficiently
• Financial Acumen: Interpreting and applying understanding of key financial indicators to make better business decisions
• Action Oriented: Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm
• Being Resilient: Rebounding from setbacks and adversity when facing difficult situations
• Business Insight: Applying knowledge of business and the marketplace to advance the organization's goals
• Directs Work: Providing direction, delegating, and removing obstacles to get work done
• Ensures Accountability: Holding self and others accountable to meet commitments
• Instills Trust: Gaining the confidence and trust of others through honesty, integrity, and authenticity
• Persuades: Using compelling arguments to gain the support and commitment of others
• Manages Conflict: Handling conflict situations effectively, with a minimum of noise
• Optimizes Work Processes: Knowing the most effective and efficient processes to get things done, with a focus on continuous improvement