Director, Compensation

Blue Cross & Blue Shield Association • Full-time • US IL Chicago E. Randolph, United States of America • 6d ago

The hiring range for this role is:

125,870.00 - 176,525.00

This is the lowest to highest salary we, in good faith, believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the hiring range andthis hiringrange may also be modified in the future. A candidate’s position within the hiring range may be based on several factors including, but not limited to, specific competencies, relevant education, qualifications, certifications, relevant experience, skills, seniority, performance, shift, travel requirements, and business or organizational needs. This job is also eligible for annual bonusincentivepay.

We offer a comprehensive package of benefits including paid time off, 11 holidays, medical/dental/vision insurance, generous 401(k) matching, lifestyle spending account and many other benefits to eligible employees.

Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.

Job Description Summary:

As a key leader within the Total Rewards team, this role collaborates closely in developing compensation strategies. Responsibilities include managing compensation programs to enhance business and operational performance, attracting, retaining, and motivating a skilled workforce. Role provides strategic input for a comprehensive compensation program, oversee salary and bonus programs, and lead the development of strategic compensation initiatives aligned with pay equity and pay transparency philosophy strategies, reflecting our corporate goals and values. Additionally, lead and coach team, compensation consultants and external resources

Responsibilities include but are not limited to:

Primary Job Functions

Develops new compensation policies, guidelines and procedures, monitors effectiveness of existing practices and recommends plan revisions ensuring that they are cost effective and consistent with compensation trends, best practices, and corporate goals
Design, maintain and administer the company job architecture, corporate short-term and long-term incentives. Works closely with technology teams to ensure data integrity and optimal delivery of compensation administration. Manages and maintains Association wide job description database to store all updated job descriptions on-line.
As the subject matter expert for compensation, maintains processes and procedures to ensure consistency in the application of our compensation philosophy. Is a trusted advisor, continuously working to enhance pay transparency within the organization through knowledge sharing, maintaining manager resources, and fostering partnerships with key stakeholders.
Keeps apprised of relevant technology and resources to fulfill the compensation philosophy through operational effectiveness and efficiency. Maintains appropriate data integrity as well as keeps apprised of federal, state, and local compensation laws and regulations to ensure company compliance. Counsels, advises, and promotes Association compensation programs.
Provides leadership and coaching to develop team in accordance with our values and culture.

Required Education, Certifications and Experience:

Education

Required: Bachelors Degree with an emphasis in Human Resources management or related field or equivalent experience.

Experience
Required:

10 years' experience in the compensation field
5 years' managerial experience

Certifications
Preferred:

Human Resources/CCP certification from World at Work
PHR or SHRM-CP orwork toward certification

Knowledge, Skills, and Abilities

In-depth technical and analytical compensation expertise with a strong understanding of the relationship between compensation and achieving business objectives.
Strong leadership skills required. Ability to drive multiple projects/people simultaneously and manage complex matters or processes while developing a team.
Effective communication skills oral and written, ability to deliver clear messages as needed to partner with HRBPs, across departments and influence leadership on the best outcome.
Advanced spreadsheet and database skills to manipulate and analyze data.
Demonstrated abilities in research and writing skills (e.g. reports, presentations, and data collection) along with strong communication skills to translate technical language into terms all employees would understand. .
Extensive experience in developing and directing others to deliver strategic outcomes in a complex organization.
Ability to make timely decisions and manage multiple priorities in dynamic, ambiguous situations where there often is no precedent.
Ability to analyze information and use experience, creativity, and good judgment to make frequent, highly complex, non-routine decisions independently without benefit of established guidelines, procedures or policies that have far-reaching impact across the organization.

Financial Responsibilities

Revenue Responsibility: No

Budget Responsibility: Yes

People Management: Yes

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