Looking for a way to influence the health and healthcare of many?
If so, we'd love to hear from you! Our mission-driven organization is focused on the“Triple Aim” - Better Health, Better Healthcare and Lower Costs to individuals and their families who participate in our health plans.
UNITE HERE HEALTH serves 100,000+ workers and 220,000 covered lives in the hospitality and gaming industry nationwide. Our desire to be innovative and progressive drives us to develop impactful programs and benefits designed to engage our participants in managing their own health and healthcare. Our vision is exciting and challenging. Please read on to learn more about this great opportunity!
Integrity – Must be trustworthy and principled when faced with complex situations
Ability to build positive work relationships – Mutual trust and respect will be essential to the collaborative relationships required
Communication – Ability to generate concise, compelling, objective and data-driven reports
Teamwork – Working well with others is required in the Fund's collaborative environment
Diversity – Must be capable of working in a culturally diverse environment
Continuous Learning – Must be open to learning and skill development. As the Fund's needs evolve, must be proactive about developing new areas of expertise
Lives our values – Must be a role model for the Fund's BETTER Culture and Mission (Better, Engage, Teamwork, Trust, Empower, Respect)
The HR Compensation & Operations Analyst is accountable for development, management, delivery, and reporting of all HR Compensation programs and services and HR Operations (e.g., HRIS, reporting, HR processes/workflows, etc.). This role is mutually accountable with the HR Business Partners for establishing and maintaining a proactive, productive, and hands-on partnership with (and in support of) management and staff. Ths position also delivers expertise, guidance, and support to facilitate and advocate on HR compensation and HR operational matters and activities. These activities include: HR compensation processes; employment offers; merit process, promotions, and transfers; personnel-cost analyses in organizational and workforce planning, assessment, and reporting; research, benchmarking, planning, and analyses in budgeting; merger due diligence and integration activities; and HR operational processes and systems (e.g., HRIS), forms, workflows, metrics reporting, etc. to support and report HR activities and results.
Manages compensation benchmarking and needs assessments; plans, designs, implements, and trains to enhance knowledge and proficiency in the utilization of programs, policies, and tools (e.g., policies, guidelines, processes, practices, and procedures)
Monitors/reports results to ensure efficient and effective compensation and HR operational activities (including headcount, turnover, budget, and other HR metrics)
Drives the organization to optimize technology and best-practices by building and shaping compensation and HR operational (e.g., technology, workflows) activities, services, and programs
Plans, develops, implements, and monitors all compensation programs, policies, processes, and tools to ensure market and peer-group competitiveness, affordability, and responsiveness to competitive changes
Conducts/Provides benchmarking, analysis, recommendations, and reports (scheduled and ad hoc) to address key talent acquisition and retention (especially for unique skillsets and strategic roles)
Develops compensation terms for pay actions related to new-hires, promotions/demotions, career progressions, equities, transfers, etc.
Monitors, analyzes, and reports on the organization-wide compensation impact of decisions
In support of the CHRO and HR Leadership Team, supports the annual HR budget planning process and regular evaluation and reporting
Develops, manages, monitors, and reports on HR performance metrics
Manages, monitors, and reports on HR software and reporting tools (e.g., implementation, utilization, and metrics)
In partnership with the other HR Centers of Expertise and HR Business Partners, manages/monitors documentation of relevant processes, workflows, and procedures
Evaluates/Monitors relevant internal controls and develops/implements procedures for continuous operational improvements
HR Performance Metrics:
In partnership with the HR Leadership Team, analyzes trends and metrics to develop, improve, train, and deliver high-quality HR services, programs, and tools
Develops, manages (through dashboards, scorecards, and various reporting mechanisms), and reports relevant HR performance metrics and recommends/takes action to improve results
Job Analysis and Evaluation:
Conducts job analyses to develop and maintain accurate job descriptions
Provides recommendations for slotting positions in the established, proper organizational levels, pay grades, and pay structure
Plans/participates in compensation competitive-market and peer-group surveys and benchmarking studies
Analyzes survey results to make recommendations to ensure competitiveness for talent acquisition, motivation, engagement, and retention
Maintains a database of current compensation data and information for reference and internal-equity assessments
Policies and Practices:
In partnership with Legal and HR Business Partners, evaluates, drafts, implements, and trains on compensation and HR operational policies and procedures
Ensures regulatory/legal compliance, and provides guidance, training, and interpretation for related HR programs, processes, practices, and tools
Completes required federal, state, and local reporting accurately and on time
Administers regular and ad-hoc day-to-day operational/administrative activities and duties accurately and in accordance with established protocol, process, guidelines, forms, timelines, etc.
Maintains in-depth knowledge of federal, state, and local employment laws and legal requirements and, in partnership with Legal, ensures regulatory compliance on HR-related matters and activities (particularly compensation, wage and hour, and fair pay) to mitigate and avoid risks.
Performs other duties as assigned within the scope of responsibilities and requirements of the job.
Performs Essential Job Functions and Duties with or without reasonable accommodation.
Bachelor's degree in Human Resources, Business Administration, or Finance & Accounting or related field or equivalent work experience required
Preferred: Certification in CCP, PHR, or SPHR
5 ~ 7 years of direct experience required
0 ~ 1 years of supervisor experience preferred
Working knowledge and experience in HR compensation required and HR operations including HRIS, dashboards/scorecards, job descriptions, and processes/workflows
Working knowledge and experience in performance metrics and reporting, competitive benchmarking and job analysis, and HR software tools implementation and training
Working knowledge of and experience with various HR systems, processes, policies, practices, procedures, and tools
Advanced level Microsoft Office skills (PowerPoint, Word, Outlook)
Advanced level Microsoft Excel skills
Intermediate level system(s) skills inCHR Systems
Effectively manages competing deadlines and demands
Effectively manages internal/external relationships and partnerships
Effectively envisions, develops, and implements pragmatic-yet-innovative strategies/approaches to address competitive, growth-oriented, and complex business, organizational, and workforce issues
Proactively takes action to identify Customer needs, develop/provide recommendations, and facilitate implementation
Process-oriented with a bias for simplification and standardization
Mathematical aptitude and analytical skills with an attention to detail, especially for program development and ROI analysis, benchmarking, and reporting
Presentation skills/ability to communicate effectively (in a relaxed, open style) in individual or group settings with all organization levels
Efficiently performs research, gathers data, and compiles information into user-friendly documents
Activity and project management, planning, prioritizing, organizing, and time-management skills
Thinks creatively, seeks collaboration and feedback, and executes pragmatically