Join a Team That Changes Lives
For more than 170 years, Elwyn has been leading the way in supporting children, teens, and adults with autism, intellectual and developmental disabilities, and behavioral health challenges. As a mission-driven nonprofit, we’re here to create real change – helping people lead meaningful, fulfilling lives.
Now, we’re looking for passionate team members to join us. Here, your work will change lives – including your own. You’ll make an impact every day, find purpose in what you do, and grow in a career that truly matters.
At Elwyn, we take care of you while you care for others. We offer:
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Generous Paid Time Off
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Comprehensive Medical/Dental/Vision Benefit Packages
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Earned Wage Access/On-Demand Pay
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Paid On-the-Job Training
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Tuition Reimbursement
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Career Advancement Opportunities and Growth
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Flexible Schedules
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Retirement Savings Plan
Join us and be a part of something bigger. Apply today.
POSITION SUMMARY: The Director Compensation manages the compensation function for Elwyn and its entities and owns the company's compensation policies and practices designed to attract and retain talent while complying with all federal, state, and local laws, regulations, and Executive Orders to which the organization is subject. This position grades jobs and designs and implements the job description development process while working with the Human Resources Business Partnership team on federal and applicable state exemption testing. The manager helps plan, develop, and implement new and revised compensation programs, policies, and procedures to align with the company's goals and competitive practices while ensuring that company compensation programs are consistently administered in compliance with internal policies and government regulations and indexed to the marketplace.
DUTIES AND RESPONSIBILITIES:
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Oversees the design and execution of the job grading and description process across Elwyn in compliance with state and local policies, laws and/or regulations Develops and maintains the Salary Administration Policy to address development and maintenance of new and current salary ranges and spreads, geographic differentials, promotional increases, market and internal equity adjustments, pay transparency requirements, compensation compression adjustments, redlining and other out-of-range adjustment processes, and merit adjustment guidelines that are competitive and equitable, ensure reliability of compensation practices, and align with pay-for-performance; conducts internal position evaluations to across all functional areas to ensure appropriate and equitable position leveling and placements of jobs within salary ranges; evaluates individual salaries to reduce or eliminate inequities
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Partners with Human Resources Business Partnership on federal and applicable state exemption testing to ensure compliance with best practices and federal and state laws and regulations
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Sources available benchmarked human services, education, executive, commercial, and corporate shared services salary surveys; conducts and/or participates in external commercial, federal, and state compensation surveys and regularly prepares detailed analyses and recommendations based on survey results and findings to ensure pay practices remain competitive and benchmarked to the marketplace
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Builds and maintains relationships with other Human Resources (HR) teams and business leaders across the organization as a compensation partner and subject matter expert to ensure compensation and total rewards programs attract and retain needed talent and subject matter expertise across all functional and specialty areas
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Works with HR Operations and Systems team to maintains and enhances the Human Resources Management System (HRMS) use of data ensuring accuracy and fidelity of compensation data
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Generates regular reports on compensation across the organization highlighting trends and metrics; makes recommendations for focus areas and change in compensation strategies and practices
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Provides support and recommendations on compensation strategy and philosophy decisions for service and functional areas, competitive market alignment, job evaluations (market pricing) and organization design support, administration of compensation guidelines and practices, managing pay exceptions, compensation communications, and other issues to build compensation processes that align with best practices
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Acts strategically and proactively to determine compensation opportunities within different departments, and acts as a thought leader for the compensation function
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Helps define the right model of compensation support and partnership for service and functional areas, and develops and executes an annual process for proactive, regular market reviews in support of business needs
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Manages all aspects of a project, as needed, including development of thoughtful recommendations and analysis based on market data and best practices, project plan development and management, leadership of and/or participation in multi-functional project teams, creation of compensation-related communications and communication plans, spearheading executive/stakeholder communication and approvals, support with financial impact analysis and modeling, and full rollout and implementation of changes
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Creates and executes training and development for people managers on compensation principles and practices
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Develops and implements incentive programs based on business needs to strengthen "pay for performance" culture, ensuring cost-effectiveness, and supporting internal process efficiencies
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Works collaboratively with Talent Acquisition and Human Resources Business Partners (HRBPs) to evaluate external and internal labor market challenges and trends to maintain market competitive compensation practices
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Leads all HRMS implementations and upgrades to the current system related to compensation, working with HR support team on conversion and integrity of data
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Works with, understands, complies, and assists operational leadership and labor relations with terms and conditions of collective bargaining agreements (CBA) within a unionized environment as it pertains to compensation best practices and comprehensive compensation modeling and analysis for use during negotiations
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Reviews and ensures accuracy of the core salary plan and administration tables in the HRMS, including but not limited to salary plan tables, salary ranges tables, geographic differential tables, step increase tables, etc.
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Performs other duties as assigned
IMMEDIATE SUPERVISOR: Senior Vice President, Human Resources
DIRECT REPORTS: None
CONTACTS: Elwyn Staff, vendors, regulators, consultants
EDUCATION/EXPERIENCE/SKILLS REQUIREMENTS:
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Bachelor's degree in Business Administration, Human Resources, Quantitative Business Analysis, Statistics, or Finance; combination of directly relevant years of experience and education may substitute for undergraduate degree
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Five (5) years of direct compensation experience in a large, multi-state organization with a broad range of functional business and operational areas demonstrating progressively increasing responsibility for transactional functions to strategic initiatives
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Meticulous attention to detail and high level of data accuracy
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Strong financial, arithmetic/computational, and analysis skills required, including Return on Investment (ROI) calculations
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Previous experience working within a unionized workforce preferred
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Demonstrated ability to work effectively as part of a team
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Ability to work in a fast-paced environment and manage and prioritize multiple, often competing, priorities
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Demonstrated strong time management and organizational skills
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Demonstrated excellent analytical skills and excellent judgment with the ability to independently solve problems and make decisions with little or no need for direct supervision
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Demonstrated ability to anticipate future needed changes or identify problem areas and take effective actions
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Must possess excellent customer interaction, collaboration, presentation, and written and verbal communication skills, including presentations to senior leaders across the organization
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Demonstrated advanced experience with Microsoft Excel (pivot tables, databases, formulas) and intermediate experience with MS Word, Outlook, and PowerPoint; report-writer experience preferred
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High level of professionalism and ability to work with and interact with company personnel at all levels
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Ability to do in depth compensation research and data collection for purposes of building strong business cases aligned with market practices and business strategy
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Excellent working knowledge of compensation policies and practices, including knowledge of compensation-related federal, state, and local laws and regulations and Executive Orders related to compensation practices
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Experience with HRMS systems and reporting; ADP HRMS experience preferred
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Track record for finding solutions to tough problems
