OverviewToday, SCA Health has grown to 11,000 teammates who care for 1 million patients each year and support physician specialists holistically in many aspects of patient care. Together, our teammates create value in specialty care by aligning physicians, health plans and health systems around a common goal: delivering on the quadruple aim of high-quality outcomes and a better experience for patients and providers, all at a lower total cost of care. As part of Optum, we participate in an integrated care delivery system that enables us to support our partners as they navigate a complex healthcare environment, Only SCA Health has a dynamic group of physician-driven, specialty care businesses that allows us to customize solutions, no matter the need or challenge:
We connect patients to physicians in new and differentiated ways as part of Optum and with our new Specialty Management Solutions business.
We have pioneered a physician-led, multi-site model of practice solutions that restores physician agency by aligning incentives to support growth and transition to value-based care.
We lead the industry in value-based payment solutions through our Global 1 bundled payment convener, that provides easy predictable billing to patients.
We help physicians address everything beyond surgical procedures, including anesthesia and ancillary service lines.
The new SCA Health represents who we are today and where we are going—and the growing career opportunities for YOU.
ResponsibilitiesReporting to the Director Compensation, the Compensation Analyst is responsible for providing broad-based, variable, and executive compensation support activities to include but not limited to job evaluation, market pricing and benchmarking, salary surveys, incentive plan design, process mapping, policy interpretation, compensation database and system maintenance and administration, analytical and reporting support and/or job description development in support of the Compensation department’s service delivery model. Conduct compensation analysis, perform financial modeling, and create recommendations based on organizational needs, strategy, goal setting objectives, and desired outcomes. Partner with various business stakeholders cross-functional to support compensation activities on a broad departmental, group or company-wide basis and/or complex project basis. An ideal candidate will have excellent analytical and statistical skills with advanced proficiency in MS Excel including Macros and Power BI. Ideal candidate will also be able to handle sensitive and confidential information while demonstrating strong judgment and integrity aligned with SCA values.
Responsible for working with highly sensitive and confidential information and maintaining the confidentiality of the information used during the normal course of business.
Participates in approved salary surveys through the collection and reporting of data to third-party survey providers. Reviews salary survey results and provides recommendations on additions/deletions of benchmark jobs in use.
Provides analytical support in complex aspects in the development of merit budgets, salary structure modifications, and incentive plan data gathering and reporting.
Provides expertise in accessing, changing, maintaining, and assuring the quality of compensation and HR databases.
Prepares complex economic and cost impact models of compensation initiatives for individually assigned activities or as part of larger Compensation department initiatives.
Provides counseling to management in the review of complex pay changes on an individual level (e.g., promotions, transfers, etc.), or enterprise-wide basis, (e.g., merit planning cycles, etc.).
Keeps current in all aspects of compensation through formal and informal training, participation in local and national professional organizations, continuous learning and reading, and general professional curiosity.
Manages complex ad-hoc Compensation projects, analyses, and requests including but not limited to acquisitions, integrations, and divestitures.
Support Annual Compensation Planning activities (merit pay and bonus administration)
Participates in the development of incentive compensation plan designs (e.g., annual incentive plans quarterly incentive plans, sales incentive compensation, etc.) and assures model validation and alignment with goals, forecasts costs and develops the communication plans, tools to measure attainment against plan, and calculation of potential award amounts.
Counsels business leaders, HR leaders, HR Business Partners, Talent Acquisition teammates, and others across the organization on many aspects of SCA’s compensation philosophy, teammate value proposition, market pricing, internal equity, job evaluation, broadband structures, and other aspects of compensation to ensure SCA effectively recruits and retains top-tier talent.
Develops, analyzes, and makes recommendations for compensation programs in support of specific business units within the Company to ensure they are competitive within the market, position, and industry. May meet with senior level executives to present programs, answer questions, and gain approval of compensation programs.
Assists with the enhancement of the compensation aspect in HR information systems (UKG, iCIMS, Service Now) to ensure service delivery on strategies and initiatives.
Ensures adherence to organization’s compensation-related policies, procedures and regulations.
Comply with local, state, and federal wage regulations.
Qualifications
Bachelor’s degree required.
Minimum of 2 years of compensation experience required.
Experience with confidentiality requirements associated with the practice of Human Resources, Compensation and/or Finance.
Excellent written and verbal communication skills.
Needs to be a motivated self-starter with excellent time management skills.
Managing competing priorities and hitting deadlines is a must.
Experience working with and applying compensation techniques, job evaluation, salary survey practices and methodologies, salary program development, job documentation, the elements of total rewards, and target setting concepts.
Experience with incentive compensation plan designs, development, deployment, and measurement.
Experience with maintaining, administering or using compensation systems and knowledge of HRIS analytics as they pertain to compensation functions.
Knowledge of basic accounting and financial principles and the requirements of collaborating with Finance on relevant compensation activities.
Experience working with EEOC, OFCCP and other compliance requirements
Experience applying the principles of the Fair Labor Standards Act and its applicability to the job evaluation process.
Intermediate level skill in Microsoft Word (for example: inserting headers, page breaks, page numbers and tables and/or adjusting table columns).
Advanced level skill in Microsoft Excel (for example: using VLOOKUP function, IF statements and other conditional logic, creating a pivot table, pivot chart, etc.).
Intermediate level skill in Microsoft PowerPoint (for example: applying a theme, formatting character spacing, inserting a picture, changing slide layout and theme colors, adding transitions, customizing slide numbers, changing chart style and/or formatting font).
Willing to travel up to 10% of the time for business purposes (within state and out of state).
USD $50,000.00/Yr. USD $100,000.00/Yr.