Global Medical Response, Inc.

Title
Director of Compensation in Greenwood Village, CO
Requisition ID
2021-14988
Location
US-CO-Greenwood Village
Employment Type
Regular Full-Time

More Information about this Job

Responsible for total oversight in the design and administration of employee and leadership compensation in all company operations. As needed, provides special guidance and assistance to all locations on various employee compensation plans. Prepare or commission industry surveys and/or community surveys to determine company's competitive position in employee compensation. Leadership of developing, recommending, and installing approved, new, or modified plans and employee compensation policies, and supervises administration of existing plans. Develops cost control procedures to assure maximum coverage at the least possible cost to company and employee.  Manage the implementation, administration, and audit of benefit and compensation programs including plan administration, call center, premium reconciliations, job evaluation, salary administration, and annual, management cash incentives, including but not limited to the company Incentive Compensation Plan, sales incentives, M&A incentives and long term-incentive plans. Assure internal equity and external competitiveness for all Company positions. 

 

Essential Duties and Responsibilities:

  • Formulate, recommend and implement Compensation strategies, policies and objectives for the entire company. Ensure these policies and objectives are cost effective, leading edge technology, and integrated with the company’s business plans
  • Direct a process of strategic and organizational planning that evaluates compensation structure, design, and forecasting throughout the company. Coordinate activities across organizational and company lines. Evaluate plans and provide comprehensive changes and recommendations to senior leadership teams
  • Direct and participate in the formulation and implementation of goals, objectives and policies, including consulting with and advising management regarding compensation policies, practices and resolution
  • Develop and implement company-wide compensation philosophy and practices, salary administration guidelines, and merit increase guidelines in accordance with performance management system and that comply with affirmative action roles and responsibilities
  • Assist the CHRO and CEO with Executive Compensation analysis and Compensation Committee presentations
  • Develop and recommend internal and external standards of comparison and measure relative job values within the Company; determine worth of all jobs corresponding to a rate structure that facilitates equitable pay differentials
  • Develop, implement, and maintain exempt pay structures for all levels, which are internally equitable and externally competitive
  • Ensure annual compensation review of all exempt positions and make recommendations to the Executive Team every year
  • Conduct annual wage review of exempt positions and communicate needed actions promptly to regions for red circling, etc. every year for following merit review cycle
  • Maintain and implement incentive compensation including annual bonus, shift differentials, , etc
  • Ensure all incentive plans are reviewed for the return on the investment (ROI) and provide written findings to the CHRO every plan year excluding the Exempt and Management Incentive Plan
  • Act as consultant to divisions and groups regarding compensation issues and plans
  • Evaluate current CBA wage scales and recommend newly structured wage scales or approaches to compensation
  • Develop tools and conduct training for Field Human Resources to conduct local market analyses and compensation recommendations
  • Monitor economic indicators and statistics including CPI and national average salary increase
  • Review field compensation recommendations for appropriateness and consistency to national philosophies
  • Audit evaluation of positions and application of existing classifications to individuals
  • Ensure compliance on FLSA guidelines and any new state legislations impacting pay
  • Adhere to all company policies and procedures
  • Adherence to and compliance with information systems security is everyone’s responsibility. It is the responsibility of every computer user to: Know and follow Information Systems security policies and procedures. Attend Information Systems security training, when offered. Report information systems security problems
  • Mentor employees, conduct performance evaluations, counsel and provide disciplinary actions to assigned personnel, and works to facilitate individual and team development that drives positive results. Champion affirmative action efforts in all aspects of employment, including but not limited to staffing, training, promotion, etc. Responsible for compliance with and enforcement of company/department policies and procedures

Minimum Qualifications:

 

Education/Licensing/Certification:

  • High school diploma or GED
  • BS/BA or equivalent experience in related field
  • Certified Compensation Professional (CCP) preferred
  • CEBS certificate preferred 

Experience:

  • Eight years of experience managing compensation in a large, geographically diverse organization
  • Experience and demonstrated knowledge in Human Resources and Human Resource Information Systems
  • Workday experience preferred 

Knowledge and Skills:

  • Strong customer service and problem resolution skills
  • Demonstrated advanced abilities in Excel and Access
  • Effective oral, written and interpersonal skills
  • Must be able to multi-task, manage multiple priorities/projects and work in a fast paced environment
  • Effective organizational and time management skills
  • Effective oral, written and interpersonal communication skills

EEO Statement

Global Medical Response and its family of companies are an Equal Opportunity Employer including Veterans and Disabled

More Information about this Job

Compensation - $150,000.00 - $160,000.00

 

The company offers benefit eligible employees medical, dental, and vision coverage as well as Paid Time Off, disability plans, paid holidays, and a 401(k) retirement plan.

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