Regional Manager - Compensation & HRIS

UHS•Temecula, CA

4d•Onsite

About The Position

Southwest Healthcare is seeking a Full-Time Regional Manager - Compensation & HRIS. This position is onsite at our Temecula, CA offie. This position will administor corporate compensation programs, policies, and procedures for the region. Responsible for achieving the organization’s desired position in market and compensation goals and participating in surveys. Manages and oversees the organization's HRIS (Human Resources Information Systems), Contractor Credentialing, and the new hire On-Boarding team. Develops, implements, and modifies system requirements. Maintains internal database files and tables and develops custom reports to meet the requirements of company management and staff. This position will also serve as the regional point of contact for the Corporate Compensation Team. Duties include but not limited to: Strong analytical and quantitative skills to interpret complex data sets. Proficiency in HRIS platforms (e.g Workday) and advanced Microsoft Excel (e.g., VLOOKUPs, Pivot Tables, complex formula creation and analysis). Knowledge of healthcare-specific compensation trends, such as provider compensation or nursing shift differentials. Directs and coordinates the work of support services coordinators and analysts, ensuring daily operations—such as salary benchmarking, merit increase cycles, and job evaluations. Collaborate with corporate and the facility HR teams to facilitate administration and preparation of merit calculations for merit increase process. Ensure compensation practices are in compliance with all local, state and federal regulations. Create and maintain a comprehensive and accurate database of compensation ranges and differentials for all job codes, by facility in the Region. Provide expert advice and guidance to facility HR teams in creating and maintaining job descriptions. Manage an electronic library of job descriptions, ensuring all job descriptions are accurate and current. Make updates to the job description template based on corporate HR guidance. Participate in Wage & Hour Task Force Initiatives and local salary surveys for all Southern California Region facilities. Direct and manage the regional pay practices and strategies in support of the region/facility recruitment and retention efforts. Engage in the completion of various compensation analyses to support the facility salary administration program and annual labor budget process. Prepare and present executive summary and documents to Regional HRD, Group VP, and Compensation Committee as needed. Per compensation guidelines, policies and practices, recommend rates of pay for new employees and pay rate changes as a result of status changes, promotion, and demotion.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field required. Masters Degree preferred.
Minimum of Five (5) years of professional experience in compensation management, preferably within healthcare or multi-facility setting.
Strong knowledge of Federal and CA State Wage and hours laws.
Proven proficiency in Workday for HRIS functions.
Demonstrates knowledge and ensures compliance with The Joint Commission standards and guidelines.
Demonstrates compliance with healthcare policies and procedures at all times.
Ability to set priorities and appropriately organize workload and complete assignments in a timely manner.
Demonstrates ability to relate to clinical personnel and medical staff, as well as ability to interact well with the public.
Must have knowledge of PC and applications.
Analytical skills: Ability to analyze large datasets, interpret market trends, and use financial software.
Business acumen: Strong understanding of financial planning and how compensation affects organizational goals.
Communication skills: Excellent written, verbal, and presentation skills to effectively explain complex compensation concepts.
Leadership and management: Skills to lead a team, influence stakeholders, and manage projects effectively.
Regulatory knowledge: In-depth knowledge of compensation best practices and relevant labor laws.
Problem-solving: Ability to find solutions to compensation challenges and align pay structures with business needs.

Nice To Haves

Preferred Certified Compensation Professional (CCP) or Senior Professional in Human Resources (SPHR/SHRM-SCP).

Responsibilities

Strong analytical and quantitative skills to interpret complex data sets.
Proficiency in HRIS platforms (e.g Workday) and advanced Microsoft Excel (e.g., VLOOKUPs, Pivot Tables, complex formula creation and analysis).
Knowledge of healthcare-specific compensation trends, such as provider compensation or nursing shift differentials.
Directs and coordinates the work of support services coordinators and analysts, ensuring daily operations—such as salary benchmarking, merit increase cycles, and job evaluations.
Collaborate with corporate and the facility HR teams to facilitate administration and preparation of merit calculations for merit increase process.
Ensure compensation practices are in compliance with all local, state and federal regulations.
Create and maintain a comprehensive and accurate database of compensation ranges and differentials for all job codes, by facility in the Region.
Provide expert advice and guidance to facility HR teams in creating and maintaining job descriptions.
Manage an electronic library of job descriptions, ensuring all job descriptions are accurate and current.
Make updates to the job description template based on corporate HR guidance.
Participate in Wage & Hour Task Force Initiatives and local salary surveys for all Southern California Region facilities.
Direct and manage the regional pay practices and strategies in support of the region/facility recruitment and retention efforts.
Engage in the completion of various compensation analyses to support the facility salary administration program and annual labor budget process.
Prepare and present executive summary and documents to Regional HRD, Group VP, and Compensation Committee as needed.
Per compensation guidelines, policies and practices, recommend rates of pay for new employees and pay rate changes as a result of status changes, promotion, and demotion.