- Models and drives continuous learning and maintains a highly skilled and engaged workforce by aligning cross-functional resource plans with business objectives; overseeing the recruitment, selection, and development of talent; motivating and empowering teams; building organizational capacity and grooming high potentials for growth opportunities and advancement; staying current with industry trends, benchmarks, and best practices; providing guidance and leadership when difficult decisions need to be made; and ensuring performance management guidelines and expectations drive business needs.
- Oversees the operation of multiple units and departments by identifying customer and operational needs; analyzing resources, costs, and forecasts and incorporating them into business plans; engaging strategic, cross-functional business units to champion and drive support for business plans and priorities; translating business strategy into actionable business requirements; obtaining and distributing resources; setting standards and measuring progress; anticipating and removing obstacles that impact performance; addressing performance gaps and implementing contingency plans accordingly; ensuring products and/or services meet customer requirements and expectations while aligning with organizational strategies; serving as a subject-matter expert and trusted source to executive leadership; and providing influence and consultation in the development of the larger organizational or business strategy.
- Develops strategic direction for the business in support of designated functional HR area by staying abreast of internal and external perspectives, data trends, HR laws and regulations, and best practices; partnering with HR and business leadership to evaluate current and future HR and business requirements, to include business cases, to support strategic goals; aligning and integrating HR and business strategies across business lines and shared services; aligning resources; overseeing the execution of strategic action plans; and monitoring performance against SLAs and other key performance indicators.
- Oversees the design, development, and execution of HR practices, programs, and initiatives by directing the development and implementation of tools, systems, and programs; ensuring the coordinated and timely execution of activities and ensuring buy-in across HR functions, project teams, and business partners; monitoring and identifying gaps in execution or communication; creating and deploying contingency plans to resolve implementation issues as appropriate; monitoring and measuring performance against plans and business objectives; and modifying design and implementation strategies as appropriate to accommodate continuously changing business demands.
- Minimum five (5) years experience in compensation program and strategy design.
- Minimum six (6) years experience in a leadership role with or without direct reports, including at least 3 years formal supervisory experience.
- Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum twelve (12) years experience in human resources, business operations, or a field specified in the job posting. Additional equivalent work experience in a directly related field may be substituted for the degree requirement.
- Six (6) years experience in sales compensation.
- Four (4) years work experience with non-governmental, not-for-profit organizations.
- Five (5) years project or program management experience.
- Five (5) years experience working cross-functionally across departments, functions, or business lines.
- Four (4) years vendor management experience.
- World at Work (WAW) certification in a discipline of compensation.
- Three (3) years project management and/or process improvement experience, or related certification (e.g. PMP, Lean Six Sigma)
- Five (5) years experience in business analysis, including defining business requirements and validating solutions.
- Five (5) years work experience requiring data analysis and reporting.
- Five (5) years experience in designing and implementing strategic equity, inclusion, and diversity initiatives.
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Senior Director, Compensation Strategy Compensation - Oakland, United States - Kaiser Permanente
Description
: *Remote position: Individual can sit in any state where Kaiser Permanente operates. (California, Hawaii, Colorado, Oregon, Washington, Georgia, Maryland, Virginia, Washington D.C., Illinois, etc.)Job Summary:
In addition to the responsibilities listed below, this position is responsible for driving enterprise-wide compensation strategies, partnering with executive HR leadership, ensuring alignment of compensation with other Human Resource initiatives, and directing the implementation and use of strategic talent planning models, tools, methodologies, and resources. This position also collaborates with senior leadership throughout KP to influence the development and execution of functional KP-wide policies and long-term goals. Additionally, this position is responsible for ensuring that KP has the necessary level of organizational capability as Kaiser evolves to meet new business challenges and driving the execution of internal processes associated with compensation planning and priorities. This position will act as a primary consultant to KP National leadership on compensation solutions matters and lead an enterprise-wide community of practice to design and embed consistent, strategic solutions across regions and national functions.
Essential Responsibilities:
Preferred Qualifications:
Scheduled Weekly Hours: 40
Shift: Day
Workdays: Mon, Tue, Wed, Thu, Fri
Working Hours Start: 08:01 AM
Working Hours End: 05:01 PM
Job Schedule: Full-time
Job Type: Standard
Employee Status: Regular
Employee Group/Union Affiliation: NUE-PO-01|NUE|Non Union Employee
Job Level: Director/Senior Director
Specialty: HR Strategy & Design
Department: Po/Ho Corp - HR National Compensation
Pay Range: $ $282370 / year The ranges posted above reflect the location in the job posting. The salary range may vary if you reside in a different location or state than the location posted.
Travel: Yes, 10 % of the Time At Kaiser Permanente, equity, inclusion and diversity are inextricably linked to our mission, and we aim to make it a part of everything we do. We know that having a diverse and inclusive workforce makes Kaiser Permanente a better place to receive health care, a more supportive partner in our communities we serve, and a more fulfilling place to work. Working at Kaiser Permanente means that you agree to and abide by our commitment to equity and our expectation that we all work together to create an inclusive work environment focused on a sense of belonging and wellbeing.
Kaiser Permanente is an equal opportunity employer committed to a diverse and inclusive workforce. Applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy), age, sexual orientation, national origin, marital status, parental status, ancestry, disability, gender identity, veteran status, genetic information, other distinguishing characteristics of diversity and inclusion, or any other protected status. Submit Interest
