System Director Total Rewards Client Services
The posted compensation range of $59.53 - $86.32 /hour is a reasonable estimate that extends from the lowest to the highest pay CommonSpirit in good faith believes it might pay for this particular job, based on the circumstances at the time of posting. CommonSpirit may ultimately pay more or less than the posted range as permitted by law.
CommonSpirit Health was formed by the alignment of Catholic Health Initiatives (CHI) and Dignity Health. With more than 700 care sites across the U.S. from clinics and hospitals to home-based care and virtual care services CommonSpirit is accessible to nearly one out of every four U.S. residents. Our world needs compassion like never before. Our communities need caring and our families need protection. With our combined resources CommonSpirit is committed to building healthy communities advocating for those who are poor and vulnerable and innovating how and where healing can happen both inside our hospitals and out in the community.
Responsibilities
Job Summary / Purpose
Reporting to the System SVP Total Rewards & People Connections, the Sys Director, Total Rewards Client Services will support the enhancement of our people-focused comprehensive total rewards solutions and policies, with the primary deliverable of partnering with the leader of Total Rewards, Total Rewards COE’s, regional and market HR business partners and leaders. In partnership with the Total Rewards Leadership and the COE’s (Benefits, Compensation, Support Services) you will help design solutions, educate and implement total rewards practices and policies in a cohesive manner that focuses on the moments that matter in a team member's journey. Additional responsibilities include assisting in the management of the overall department budget, development and management of departmental roadmaps & coordination of new initiatives, continuously evaluating the effectiveness of our rewards programs to ensure they are aligned with our business and talent strategies, utilizing data analytics and market research to assess the effectiveness of total rewards programs, identifying areas for improvement, and make data-driven recommendations to enhance employee engagement and retention.
This role will require a thought-leader, with strong attention to detail, comfort working in a fast past & dynamic environment, strong relationship-building skills, the ability to create/drive functional strategies and the passion to find ease & simplicity within complexity.
This role will partner with internal stakeholders and external providers to ensure best-in-class service, cohesive total rewards experience and advocacy for our team members.
Responsibilities
Strategic Leadership & Project Management:
Oversee and coordinate the execution of key departmental projects and initiatives, developing an integrated approach across the various Total Rewards COEs to effectively drive projects to completion and remove roadblocks.
Responsible for managing all aspects of the project from planning, design, development/implementation, communication and assessment/reporting.
Develop total rewards roadmap & comprehensive project plans and timelines for TR initiatives, in alignment with COE project initiatives.
Support our comprehensive employee onboarding program, including liaising with the Talent & Culture & Talent Acquisition Team to develop and deliver Executive and New Hire Orientation, to ensure successful integration of our new hires.
Oversee our external Total Rewards site, in partnership with each HR function, ensuring information is accurate and easy for employees and managers to reference.
Continuous Improvement:
Act as a departmental change agent to proactively identify and address opportunities for continuous improvement, process optimization and ongoing system enhancements to support business strategies and operational needs.
Automate manual processes to mitigate risk of human error, enhance overall efficiency and improve the employee experience by leveraging technology as an enabler of the business.
Partner with the COE’s to collect and present client data as it relates to benefits, compensation, technology, shared services, policy utilization, best practice, opportunities, and trends in a comprehensive & easy-to-digest manner.
Employee Experience/Communications:
Support the HRBP teams in creating an engaging employee experience and robust employee value proposition to attract and retain top talent through communications.
Align total rewards approaches with business needs of the client groups, developing creative solutions for business retention and recruitment issues.
Identify and solution for knowledge and engagement gaps within the enterprise as it relates to our total rewards offerings.
Educate and train HR and Business leaders on benefits, compensation, TR policies and other total rewards functions.
Partner with the COEs in developing and maintaining key total rewards communication elements such as annual calendar, functional editorial calendar, leader/HRBP/employee communications as it relates to the total rewards function.
Manages production of all Benefits Communications including but not limited to: site training, mailings, promotion as well as New Hire Materials & Ongoing Enrollment Materials.
Manages all Benefits Webpage Updates, including layout, design, and final review of content.
Manages Benefits Decision tool software, including vendor selection, relationship management, contract review, and budgeting.
Team Engagement and Leadership:
Provides leadership and guidance to staff, fostering an environment that encourages employee participation, development, teamwork, continuous improvement and communication.
Creates a positive team culture and directs team goals, priorities, and career development; focusing on the development and growth of capabilities of all team members.
Interview and selection of new employees, promotions, staff development, performance evaluations, compensation changes, resolution of employee concerns, corrective actions, terminations, and overall employee morale.
Reporting and Analytics:
Oversee TR reporting and analytics, handling complex reporting requests and developing a long-term strategy to mature our capabilities and implement a data driven approach to human capital management & total rewards ROI.
Partner with HR & COE leadership to develop and deliver recurring HR reporting package and leverage data to identify key HR trends in order to derive meaningful and actionable insights that allow us to monitor and measure our progress over time
Coordinate HR’s response to investor Due Diligence Questionnaires, providing information on HR programs and policies, as well as key HR metrics.
Manage the HR department’s budget by monitoring monthly spending trends and understanding variances to budget.
Industry Insight:
Maintain current knowledge of industry trends, best practices, and regulations related to Total Rewards. Anticipating future trends for the enterprise and business units and collaborating with HRBPs and other stakeholders to recommend breakthrough programs.
Qualifications
Minimum Qualifications
Required Education and Experience
BS/BA in Business Administration, HR, Journalism, Communications (benefits/compensation experience, consulting, communications, business partner experience is a plus)
(12) Twelve years of job or industry-related experience in lieu of the degree. Minimum of seven (7) years of experience in benefits, compensation, employee relations, communications or a related field. Minimum of five (5) years leadership experience.
Required Licensure and Certifications
Project Management Professional (PMP)® Certification is a plus
Required Minimum Knowledge, Skills, Abilities and Training
- Possess thorough understanding of Healthcare Business and Care Delivery processes strongly desired
- Demonstrates courage to challenge "status quo" and work using a different approach
- Systematic understanding of Total Rewards, other HR functions
- Unyielding passion and drive for supporting and advocating for teammates.
- Excellent project management skills, ability to multi-task, work independently, balance competing priorities and work to deadlines in a fast-paced environment.
- Ability to listen effectively and express thoughts and opinions clearly and concisely
- Ability to translate data into impactful insights that drive solutions to complex problems across the organization.
- Strong interpersonal and communication skills (verbal, written and presentation) including the ability to communicate and present complex ideas in a clear & simple way, with the ability to resonate with a diverse audience.
- Demonstrate flexibility and work collaboratively across all levels in the organization.
- Strong technology skills including Excel, PowerPoint; strong analytic abilities required.
- Demonstrated focus on continuous improvement, advancement and innovation
- Excellent analytical, quantitative, and qualitative skills to facilitate effective decision-making.
Unless directed by a Collective Bargaining Agreement, applications for this position will be considered on a rolling basis. CommonSpirit Health cannot anticipate the date by which a successful candidate may be identified.
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Depending on the position offered, CommonSpirit Health offers a generous benefit package, including but not limited to medical, prescription drug, dental, vision plans, life insurance, paid time off (full-time benefit eligible employees may receive a minimum of 14 paid time off days, including holidays annually), tuition reimbursement, retirement plan benefit(s) including, but not limited to, 401(k), 403(b), and other defined benefits offerings, as may be amended from time to time. For more information, please visit https://www.commonspirit.careers/benefits.
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Equal Opportunity
CommonSpirit Health™ is an Equal Opportunity/Affirmative Action employer committed to a diverse and inclusive workforce. All qualified applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, parental status, ancestry, veteran status, genetic information, or any other characteristic protected by law. For more information about your EEO rights as an applicant, please click here [PDF].
CommonSpirit Health™ will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c). External hires must pass a post-offer, pre-employment background check/drug screen. Qualified applicants with an arrest and/or conviction will be considered for employment in a manner consistent with federal and state laws, as well as applicable local ordinances, ban the box laws, including but not limited to the San Francisco and Los Angeles Fair Chance Ordinances. If you need a reasonable accommodation for any part of the employment process, please contact us by telephone at (415) 438-5575 and let us know the nature of your request. We will only respond to messages left that involve a request for a reasonable accommodation in the application process. We will accommodate the needs of any qualified candidate who requests a reasonable accommodation under the Americans with Disabilities Act (ADA). CommonSpirit Health™ participates in E-Verify.