Comp Programs Administrator

Are you interested in joining a team of experienced healthcare experts and have the ability to shape and transform the healthcare delivery system? At our family of companies, everything we do is to help improve the lives of the nearly 12 million Medicare beneficiaries we serve and 700,000 health care providers who care for them. It is our goal to help create a better health experience for all consumers. Join our winning culture and help transform Medicare for the millions of people who rely on its services.

Benefits info:

• Medical, dental, vision, life and supplemental insurance plans effective the first day of the month following date of hire
• Short- and long-term disability benefits
• 401(k) plan with company match and immediate vesting
• Free telehealth benefits
• Free gym memberships
• Employee Incentive Plan
• Employee Assistance Program
• Rewards and Recognition Programs
• Paid Time Off and Paid Sick Leave
  
  
  

Summary Statement

Reporting the Sr Mgr Compensation & HRIS, the Compensation Programs Administrator is responsible for the development, execution, and improvements of multiple compensation programs. This role also assists more senior Compensation Team members with job offers and equity analyses; managing the temporary assignment program; Ad-Hoc Incentive/Bonus Programs administration; and job code/description administration. The role also advises team members and management on compensation policies and processes; creates compensation reports for team and management decision-making; coordinates internal and external audits; reports on compensation compliance and performs a variety of data and department audits.

Essential Duties & Responsibilities

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. This list of essential job functions is not exhaustive and may be supplemented as necessary.

Compensation Programs’ Administration (70%)

• SCLS Program: Supports the SCLS program by managing Compensation’s Wage Determination database for wage adjustments as required by the Department of Labor (DOL). Reports SCLS teleworkers rate, holiday and vacation for new hires and relocations. Assists the Compensation Analyst with the SCLS wage analysis and communications at each contracts’ renewal (3 times/year), internal/external job offer reviews, conducts equity analyses, and make recommendations on appropriate offer.
• Temporary Assignments Program: Manages the temporary assignment process according to policy; assist management through the process, monitor temporary assignment timeframe to either extend or close out in a timely manner, prepares non-exempt temporary assignment bonus amount, and coordinate with payroll for bonus payout.
• Job Code/Descriptions Administration: Responsible for the identification, development, systems maintenance, audit, and issue resolution of job codes and job descriptions, which are critical to support various programs (Service Contract Labor Standards (SCLS), Affirmative Action, Workers Compensation, etc.). This will require facilitation with other departments and vendor(s), such as staffing, benefits, employee relations, HRIS, finance and legal.
• Ad-Hoc Bonus/Incentive Awards Program: Responsible for working with management on ad-hoc bonus/incentive awards to ensure the information provided by management is accurate, prepare ad-hoc bonus/incentive awards for payroll processing, and coordinate with payroll for payout to team members.
• Compensation Reports: Creates compensation reports from the HR system and performs a validation to ensure the employee data is accurate and any discrepancies are identified and addressed by the appropriate business area. Identifies trends in data discrepancies, determines root cause and makes recommendation to processes to minimize or eliminate the discrepancies.
• Advise Team Members and Management on Compensation Programs: Researches and explains to team member and management compensation questions in accordance with current plan documents, policies, and procedures. This includes job, salary, incentive, performance, and merit increases. Escalates issues to senior staff, when necessary, but is expected to be able to respond to most issues based on their knowledge of compensation policies, programs, and procedures. Ensures completion times and reporting requirements are adhered to Service Level Agreements (SLA).
  
  
  

Compensation Audits: (15%)

• New Hire Audit: Conduct audit of new hires to ensure offer, salary plan and other compensation- related information is correct. Coordinates corrections with appropriate departments and management staff.
• External Audits: Research, assimilate, organize, and provide requested data for external auditors, primarily financial in nature. Communicates with management if any issues are identified that may cause audit findings and resolves/facilitates issue resolution after the information is provided to auditors.
  
  
  

Compensation Compliance: (15%)

• Service Level Agreements: Actively participates in the identification, revision, and tracking of compliance with Service Level Agreements (SLA). Evaluates and makes recommendations for additions, revisions, and deletions of SLAs to ensure they are compatible with positive customer experience while still providing meaningful measurements of work and service.
• Policies and Procedures: Facilitates the annual review process for compensation policies, procedures, and supporting forms to ensure the department stays in compliance with the company policy.
  
  
  

Performs other duties as the supervisor may, from time to time, deem necessary.

Required Qualifications

• High school diploma or GED
• 2-years of equivalent work experience in a business setting performing data analysis and reporting duties, including 1 year of related work experience in compensation, benefits, and/or human resources systems
• Intermediate skills in MS Word (document merge), Outlook, Excel (vlookup, pivot tables, IF-THEN formulas) and PowerPoint
• Demonstrated ability to work independently with minimal direction and oversight
• Self-starter with experience in working in a team-oriented, fast-paced environment
• Strong written and verbal communications skills
• Demonstrated research and analytical skills
• Strong attention to detail
• Demonstrated organizational skills
• Ability to manage sensitive information in a confidential manner
• Demonstrated customer service skills
• Demonstrated interpersonal skills
• Ability to analyze and interpret policy and procedural questions, draw conclusions, and make effective recommendations
  
  
  

Preferred Qualifications

• Bachelor’s degree in a related field
• Experience using human resource technologies (i.e., ADP, PeopleSoft, Virtual Edge, Success Factors, etc.)
• Advanced Excel (macros) skills
  
  
  

The Federal Government and the Centers for Medicare & Medicaid Services (CMS) may require applicants to have lived in the United States for a minimum of three (3) years out of the last five (5) years to be employed with the Company. These years of residence do not have to be consecutive.

This opportunity is open to remote work in the following approved states: AL, AK, FL, GA, ID, IN, IO, KS, KY, LA, MS, NE, NC, ND, OH, PA, SC, TN, TX, UT, WV, WI, WY. Specific counties and cities within these states may require further approval. In FL and PA in-office and hybrid work may also be available.

"We are an Equal Opportunity Employer/Protected Veteran/Disabled"