UCLA Health seeks an experienced Director of Compensation to join their team offering the flexibility of a hybrid work schedule in the sunny locale of Los Angeles, CA. The incumbent will be responsible for shaping strategic pay programs and leading a dedicated team to achieve excellence in employee motivation and retention. This individual's expertise will not only drive UCLA Health's mission but also make a significant impact on their community of healthcare professionals. Offering complete relocation assistance, this role represents a unique chance to become part of a leading global healthcare organization.

Apply now to seize this directorial opportunity that offers both challenges and rewards!

Another Source's client, UCLA Health, is recruiting a Director of Compensation to join their team.

Here's a little about UCLA Health and the position they are recruiting for:

UCLA Health is among the most comprehensive and advanced healthcare systems in the world. Together, UCLA Health and the David Geffen School of Medicine at UCLA strive every day to be a model that redefines the standard of excellence in health care. It is our integrated mission to provide state-of-the-art patient care, to train top medical professionals, and to support pioneering research and discovery.

What's in it for you?

UCLA Health offers a comprehensive compensation and benefit package. The anticipated annual base salary range for this position is $250,000 - $300,000.

About the role:

Reporting to the Senior Director of Human Resources Strategy, the Director of Compensation implements strategic, integrated, and operationally effective solutions and services designed to recruit, retain, motivate, and reward UCLA Health employees. The position is responsible for the implementation of market-based compensation philosophy and strategies including, but not limited to, base pay, variable pay, incentive plans, union wages, performance evaluation systems, and standard operating procedures to ensure fair and equitable compensation practices that optimize UCLA Health's investment in our people. Develops and manages internal controls and processes ensuring fair and equitable compensation practices, and in accordance with applicable collective bargaining agreements. Provides internal HR consulting services for compensation and performance evaluation policies, procedures, practices, and programs, for both represented and non-represented workforce members. The Director leads and manages the performance evaluation process and all incentive and bonus programs. Continually evaluate compensation strategies and practices by leveraging identified needs and opportunities and leading specific goals and objectives to enable the delivery of efficient solutions and services in alignment with the mission, vision and values of UCLA Health and in accordance with policy and collective bargaining agreements.

What you will be doing:

Develop forward-thinking philosophies and strategies for the Compensation and Performance Evaluation Programs in collaboration with the Senior Director of Human Resources Strategy, Chief Human Resources Officer (CHRO), senior leadership and the Office of the President. Consult with Labor Relations as applicable.
• Develop and implement operational and tactical plans to achieve goals and tactics in alignment with the strategic plans of UCLA Health.
• Lead compensation team, setting direction and team goals in alignment with institutional strategy.
• Ensure compensation team and department are meeting stated objectives, facilitating efficient operations, adhering to collective bargaining agreements and delivering continuous value to the organization.
• Direct all compensation activities, performance evaluation process, and incentive programs for large and diverse scope that includes both represented and non-represented workforce members at multiple hospitals that operate 24/7, 365 days per year, the David Geffen School of Medicine, and a large faculty practice group that includes more than 260 diagnostic and ambulatory care clinics in the greater Los Angeles area.
• Lead the compensation, performance evaluation, and incentive/bonus functions to facilitate and optimize services through the development of key metrics, standard operating procedures and service level agreements.
• Collaborate with the Sr. Director of HR Strategy and senior management to maximize UCLA Health's return on human capital investments.
• Direct and engage teams through collaboration, teamwork and constructive conflict resolution, creating a positive work environment that enables high performance and employee development.

• Maintain compliance with all University policies and collective bargaining agreements, as well as adherence to state and federal guidelines related to fair and equitable compensation.
• Develop and implement new initiatives and programs that will positively impact the UCLA Health's ability to recruit, retain, motivate and reward employees.
• Lead process improvement projects to streamline and improve workflows and service delivery focused on high quality and value.
• Prepare, monitor and manage departmental budget.

Compensation

• Develop and continuously evaluate local compensation practices in full compliance within overarching guidelines from the Office of the President.
• Direct annual incentive plan program (CEMRP II) for all eligible employees to include annual submission of goals, tracking of institutional and individual results, calculation and processing of incentive payments, and annual program evaluation and plan document revisions or renewals.
• Support the Chief Human Resource Officer in the review, evaluation and development of compensation proposals related to senior executives and other highly compensated positions as assigned; partner with CHRO and UCOP to submit proposals and reviews to align senior management group participants to approved market reference zones.
• Develop and execute implementation plans for Office of the President initiatives, such as Career Tracks, JDxpert, annual merit program, etc.
• Partner with leaders to evaluate requests for proposals and new compensation initiatives as assigned.
• Ensure UCLA Health salary structures and compensation plans remains highly competitive through assessment of market data, competitive landscape and UCLA Health's compensation philosophy.
• Provide oversight and management of the organization's job classification system, salary structure assignments and incentive programs.
• Collaborate with Labor Relations regarding compensation proposals for systemwide and local bargaining, unit modifications and accretions, parameter requests, equity reviews, reclassifications, requests for information, etc.
• Direct and oversee wage implementation actions for represented employees' salary structure and step increases. Support bargaining efforts through market assessment and financial impact analysis.
• Ensure all compensation practices are compliant with federal, state, and local laws, and aligned with University of California, UCLA Health policy, and applicable collective bargaining agreements.

Performance Evaluation Program

• Develop and implement UCLA Health's performance evaluation program for both represented and non-represented workforce members in alignment with the organization's objectives and values.
• Oversee the administration of the performance evaluation program including establishment of timelines, program communication to managers and employees, and compliance monitoring.

• Provide training and resources to managers and employees on the performance evaluation process for both represented and non-represented workforce members and best practices.
• Regularly assess the effectiveness of the performance evaluation process and implement improvements as needed.
• Stay informed about industry best practices and emerging trends in performance management.
• Analyze performance data to identify trends and areas for improvement; prepare reports on overall organizational performance and trends for senior leadership.

Incentive Programs

• Oversee and implement all UCLA Health incentive and award programs, including Clinical Enterprise Management Recognition Plan (CEMRP), Staff Incentive, STAR, and any state or federal program.
• Manage implementation of all programs, including training, communication, timeline, audit functions, and systems.
• Ensure organizational awareness of incentive program philosophies and framework.

Leadership

• Direct and lead team of compensation professionals, setting and aligning department goals with organization, and establishing clear performance expectations and service standards.
• Develop team competencies through professional development, teambuilding activities, coaching and feedback.
• Continually evaluate team effectiveness, assessing and managing workload, assignments, and projects to meet organizational needs and timelines.

What we'd like to see from you:

The Compensation Director must possess a combination of skills and abilities to successfully manage a complex set of responsibilities in a high profile, academic health sciences organization, including:

• Bachelor's degree in business, human resources, or related field of study. Master's Degree in related field of study or MBA is preferred.
• Certified Compensation Professional (CCP) and Certified Executive Compensation Professional (CECP) preferred.

• Seven years of proven and effective HR progressive leadership experience.
• Five years of experience working in a unionized environment, preferably in the public sector, healthcare, and/or higher education
• Five years of internal consulting experience.
• Highly proficient in data analysis, reporting and data visualization.
• Strong Microsoft office skills, with high-level proficiency in Excel and Powerpoint. Tableau preferred.
• Five years of process improvement experience.
• Excellent customer service delivery with proven excellent written and verbal communication skills.
• Ability to problem solve, provide innovative and creative solutions and operate in a fast-paced high-volume highly ambiguous environment with conflicting priorities and multiple demands in a 24/7/365 operation.
• Team player, collaborative, and positive work ethic.
• Agile learner and able to quickly adapt to change with the ability to lead teams and others through change effectively.
• Strong attention to detail and self-directed to consistently ensure data integrity and accuracy.
• Highly reliable and skilled at building relationships based on trust, collaboration and cooperation, ensuring a reputation of competence and confidentiality.
• Ability to build consensus, affect change and demonstrate appropriate risk-taking.
• Highly experienced in staff development, engagement, and performance management.
• Ability to efficiently and effectively design, implement and continuously enhance business processes and systems to optimize solutions and deliver exceptional service.
• Knowledge of federal, state, local regulations, and system-wide policies.

Another Source works with their clients, on a retained project basis. We are committed to building inclusive candidate pools as we partner with hiring teams. Veterans, women, people of color, LGBTQIA+, and people with disabilities are encouraged to apply. As you read through the job posting and review the list of qualifications (required and/or preferred), please do not self-select out if you feel you do not meet every qualification. No one is 100% qualified. We encourage you to apply and share your story with us.

#AS1