System Director, Compensation

Summary:The System Director, Compensation is responsible for the strategic design and administration of all non-executive and non-physician compensation programs at CHRISTUS Health. This position develops, implements, and administers compensation strategies, models, and programs. The System Director will develop compensation plans and incentives, direct the preparation of compensation models, document market, administer reporting, create and maintain policies and best practices, and monitor industry trends. Additionally, the System Director will ensure compensation models and practices are effective, well understood, compliant with applicable state and federal laws and regulations, and aligned with CHRISTUS's compensation philosophy and with strategic objectives.The System Director plays a critical role in the Human Resources function to align compensation to CHRISTUS strategic objectives and initiatives. A primary focus of this role is to drive an enterprise total rewards strategy, which largely includes collaboration with benefits team to: ensure market-competitive total rewards programs, adopt and execute best processes and practices, manage all compensation issues, and effectively communicate compensation information to HR Leadership and Executives across the CHRISTUS Health system. The System Director will be recognized as an expert in compensation, serve as a consultative partner with leaders across the organization, and have comprehensive knowledge and application of compensation best practices in a large-scale, highly-matrixed organization. The System Director will be expected to exemplify the CHRISTUS mission, vision and values, and act in accordance with CHRISTUS policies and procedures.Education:Bachelor's Degree in Human Resources, Accounting, Business, Economics, Health Administration, Math, Statistics or related fields required.Master's in Business Administration, Health Administration, or related discipline preferred.Experience:At least five years healthcare experience, including experience in designing and implementing compensation models and the effective use of incentive pay, shift differentials and various sign-on and retention bonuses, or equivalent experience required.At least five years leadership experience.Experience implementing strategies aligned with organizational objectives required.Experience with market-based compensation structures required.Experience implementing projects successfully on time and within budget required.Experience with Infor preferred.Skills:High proficiency in Microsoft Excel and HR systems.Excellent critical thinking and analytical skills.Strong verbal and written communication, including presentation skills.Strong interpersonal skills.Strong understanding of national benchmarking.Working familiarity of tax laws, equal employment opportunity laws, and pay equity regulations.Strong analytical and problem-solving skills.Detail oriented and highly accurate in work and data analysis.Highly adaptable, able to work effectively in a dynamic, fast paced, matrixed environment.Demonstrated ability to be flexible, collaborative, and a willingness to learn and work with different insights and ideas.Licenses, Registrations, or Certifications:SPHR, SHRM-SCP, PHR or SHRM-CP preferredCertified Compensation Professional (CCP) preferred

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