Compensation Manager
Lucile Packard Children's Hospital Stanford, Palo Alto, CA, United States
Job Summary
The Compensation Manager is responsible for overseeing the Compensation component of Total Rewards, ensuring adherence to the organization’s compensation philosophy and alignment with business goals. This pivotal role manages complex, cross‑functional, enterprise‑wide compensation initiatives designed to be internally equitable, externally competitive, and legally compliant. The role is tasked with overseeing annual compensation cycles, including merit planning, survey participation, benchmarking processes, and data analysis. A key responsibility includes continuously assessing market conditions to anticipate workforce, regulatory, and market trends, evaluating risks and trade‑offs, and recommending proactive solutions and pay practices to maintain competitive compensation plans and programs.
Essential Functions
The essential functions listed are typical examples of work performed by positions in this job classification and are not a comprehensive inventory of all duties, tasks, and responsibilities. Employees may also perform other duties as assigned.
Manage the annual review process, including job evaluations, merit budget planning, and base pay/incentive plan reviews.
Ensure compensation strategies align with organizational goals for various enterprise populations, including represented, non‑represented, executives, and provider support.
Recommend salary grades and market rates for specific jobs or functional areas, and develop incentive programs in collaboration with Total Rewards leadership.
Support the Annual Incentive Plan (AIP), Long Term Incentive Plan (LTIP), and other bonus programs across the enterprise.
Oversee compensation survey participation, benchmarking processes, and year‑over‑year market competitiveness data analysis.
Research and implement best practices and trends in compensation, maintaining a working knowledge of relevant legislation and labor contracts.
Lead and mentor a team of compensation professionals, providing guidance and support for their development.
Communicate compensation program features and options, managing relationships with compensation vendors.
Assist with annual department budget development, goal setting, and tracking of adherence.
Support the organization‑wide position control committee.
Design and evaluate compensation programs, including salary structures, incentives, allowances, and variable pay.
Oversee the implementation, management, and governance of the compensation framework, including the job architecture and leveling tied to the compensation framework.
Partner with HR leadership team (e.g., Talent Acquisition Manager, Labor, HRBPs) to ensure effective implementation, adoption, and application of the compensation philosophy, pay grades, position leveling, promotion guidelines, career ladders, leveling criteria and policies.
Assist with the development of the Total Rewards roadmap for achieving rewards strategies and goals.
Provide expertise in the compensation area and work collaboratively with other subject matter experts to streamline processes for an increased HR customer experience, supporting various strategic and special projects as needed.
Perform other duties as assigned.
Qualifications
Education:
Bachelor’s degree in business administration, human resources, or related field.
Experience:
Minimum of five (5) years of progressively responsible work experience in compensation, total rewards, finance, or HR related discipline including people leadership.
Preferred Experience:
Healthcare and/or experience supporting a California‑based employer.
License/Certification:
None required.
Preferred License/Certification:
CCP, PHR, SHRM‑CP.
Knowledge
Extensive knowledge of compensation practices, with demonstrated leadership experience.
Strong analytical skills with experience in compensation data analysis and market research.
Excellent communication and interpersonal skills with the ability to collaborate across departments.
Proven track record in developing and implementing equitable and competitive compensation programs.
Physical Requirements
Standard office environment.
Ability to manage team dynamics and engage across the organization.
Pay Range
Compensation is based on the level and requirements of the role. Salary may also be determined by education, experience, knowledge, skills, location, and abilities, as required by the role, as well as internal equity and alignment with market data. Typically, new team members join at the minimum to mid salary range.
Minimum to Midpoint Range (Hourly): $67.80 to $89.91
Equal Employment Opportunity
Stanford Medicine Children’s Health (SMCH) strongly values diversity and is committed to equal opportunity and non‑discrimination in all of its policies and practices, including employment. SMCH does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, all racial and ethnic groups, individuals with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements, and where applicable, in compliance with the San Francisco Fair Chance Ordinance.
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The Compensation Manager is responsible for overseeing the Compensation component of Total Rewards, ensuring adherence to the organization’s compensation philosophy and alignment with business goals. This pivotal role manages complex, cross‑functional, enterprise‑wide compensation initiatives designed to be internally equitable, externally competitive, and legally compliant. The role is tasked with overseeing annual compensation cycles, including merit planning, survey participation, benchmarking processes, and data analysis. A key responsibility includes continuously assessing market conditions to anticipate workforce, regulatory, and market trends, evaluating risks and trade‑offs, and recommending proactive solutions and pay practices to maintain competitive compensation plans and programs.
Essential Functions
The essential functions listed are typical examples of work performed by positions in this job classification and are not a comprehensive inventory of all duties, tasks, and responsibilities. Employees may also perform other duties as assigned.
Manage the annual review process, including job evaluations, merit budget planning, and base pay/incentive plan reviews.
Ensure compensation strategies align with organizational goals for various enterprise populations, including represented, non‑represented, executives, and provider support.
Recommend salary grades and market rates for specific jobs or functional areas, and develop incentive programs in collaboration with Total Rewards leadership.
Support the Annual Incentive Plan (AIP), Long Term Incentive Plan (LTIP), and other bonus programs across the enterprise.
Oversee compensation survey participation, benchmarking processes, and year‑over‑year market competitiveness data analysis.
Research and implement best practices and trends in compensation, maintaining a working knowledge of relevant legislation and labor contracts.
Lead and mentor a team of compensation professionals, providing guidance and support for their development.
Communicate compensation program features and options, managing relationships with compensation vendors.
Assist with annual department budget development, goal setting, and tracking of adherence.
Support the organization‑wide position control committee.
Design and evaluate compensation programs, including salary structures, incentives, allowances, and variable pay.
Oversee the implementation, management, and governance of the compensation framework, including the job architecture and leveling tied to the compensation framework.
Partner with HR leadership team (e.g., Talent Acquisition Manager, Labor, HRBPs) to ensure effective implementation, adoption, and application of the compensation philosophy, pay grades, position leveling, promotion guidelines, career ladders, leveling criteria and policies.
Assist with the development of the Total Rewards roadmap for achieving rewards strategies and goals.
Provide expertise in the compensation area and work collaboratively with other subject matter experts to streamline processes for an increased HR customer experience, supporting various strategic and special projects as needed.
Perform other duties as assigned.
Qualifications
Education:
Bachelor’s degree in business administration, human resources, or related field.
Experience:
Minimum of five (5) years of progressively responsible work experience in compensation, total rewards, finance, or HR related discipline including people leadership.
Preferred Experience:
Healthcare and/or experience supporting a California‑based employer.
License/Certification:
None required.
Preferred License/Certification:
CCP, PHR, SHRM‑CP.
Knowledge
Extensive knowledge of compensation practices, with demonstrated leadership experience.
Strong analytical skills with experience in compensation data analysis and market research.
Excellent communication and interpersonal skills with the ability to collaborate across departments.
Proven track record in developing and implementing equitable and competitive compensation programs.
Physical Requirements
Standard office environment.
Ability to manage team dynamics and engage across the organization.
Pay Range
Compensation is based on the level and requirements of the role. Salary may also be determined by education, experience, knowledge, skills, location, and abilities, as required by the role, as well as internal equity and alignment with market data. Typically, new team members join at the minimum to mid salary range.
Minimum to Midpoint Range (Hourly): $67.80 to $89.91
Equal Employment Opportunity
Stanford Medicine Children’s Health (SMCH) strongly values diversity and is committed to equal opportunity and non‑discrimination in all of its policies and practices, including employment. SMCH does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, all racial and ethnic groups, individuals with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements, and where applicable, in compliance with the San Francisco Fair Chance Ordinance.
#J-18808-Ljbffr