• Sr. Compensation and Operations Expert

    Job Locations US-IL-Aurora
    Posted Date 7 months ago(7/26/2018 5:44 PM)
    # of Openings
    Human Resources
  • Overview




    Looking for a way to influence the health and healthcare of many?


    If so, we’d love to hear from you! Our mission-driven organization is focused on theTriple Aim - Better Health, Better Healthcare and Lower Costs to individuals and their families who participate in our health plans.


    UNITE HERE HEALTH serves 100,000+ workers and 220,000 covered lives in the hospitality and gaming industry nationwide. Our desire to be innovative and progressive drives us to develop impactful programs and benefits designed to engage our participants in managing their own health and healthcare. Our vision is exciting and challenging. Please read on to learn more about this great opportunity!



    Key Attributes:


    • Integrity – Must be trustworthy and principled when faced with complex situations
    • Ability to build positive work relationships – Mutual trust and respect will be essential to the collaborative relationships required
    • Communication – Ability to generate concise, compelling, objective and data-driven reports
    • Teamwork – Working well with others is required in the Fund’s collaborative environment
    • Diversity – Must be capable of working in a culturally diverse environment
    • Continuous Learning – Must be open to learning and skill development.  As the Fund’s needs evolve, must be proactive about developing new areas of expertise
    • Lives our values – Must be a role model for the Fund’s BETTER Culture and Mission (Better, Engage, Teamwork, Trust, Empower, Respect)



    The HR Compensation & Operations Analyst is accountable for development, management, delivery, and reporting of all HR Compensation programs and services and HR Operations (e.g., HRIS, reporting, HR processes/workflows, etc.).  This role is mutually accountable with the HR Business Partners for establishing and maintaining a proactive, productive, and hands-on partnership with (and in support of) management and staff.  Ths position also delivers expertise, guidance, and support to facilitate and advocate on HR compensation and HR operational matters and activities.  These activities include:  HR compensation processes; employment offers; merit process, promotions, and transfers; personnel-cost analyses in organizational and workforce planning, assessment, and reporting; research, benchmarking, planning, and analyses in budgeting; merger due diligence and integration activities; and HR operational processes and systems (e.g., HRIS), forms, workflows, metrics reporting, etc. to support and report HR activities and results.  


    • Manages compensation benchmarking and needs assessments; plans, designs, implements, and trains to enhance knowledge and proficiency in the utilization of programs, policies, and tools (e.g., policies, guidelines, processes, practices, and procedures)
    • Monitors/reports results to ensure efficient and effective compensation and HR operational activities (including headcount, turnover, budget, and other HR metrics)
    • Drives the organization to optimize technology and best-practices by building and shaping compensation and HR operational (e.g., technology, workflows) activities, services, and programs
    • HR Compensation:
      • Plans, develops, implements, and monitors all compensation programs, policies, processes, and tools to ensure market and peer-group competitiveness, affordability, and responsiveness to competitive changes
      • Conducts/Provides benchmarking, analysis, recommendations, and reports (scheduled and ad hoc) to address key talent acquisition and retention (especially for unique skillsets and strategic roles)  
      • Develops compensation terms for pay actions related to new-hires, promotions/demotions, career progressions, equities, transfers, etc. 
      • Monitors, analyzes, and reports on the organization-wide compensation impact of decisions
    • HR Operations:
      • In support of the CHRO and HR Leadership Team, supports the annual HR budget planning process and regular evaluation and reporting  
      • Develops, manages, monitors, and reports on HR performance metrics
      • Manages, monitors, and reports on HR software and reporting tools (e.g., implementation, utilization, and metrics)  
      • In partnership with the other HR Centers of Expertise and HR Business Partners, manages/monitors documentation of relevant processes, workflows, and procedures
      • Evaluates/Monitors relevant internal controls and develops/implements procedures for continuous operational improvements
    • HR Performance Metrics:
      • In partnership with the HR Leadership Team, analyzes trends and metrics to develop, improve, train, and deliver high-quality HR services, programs, and tools  
      • Develops, manages (through dashboards, scorecards, and various reporting mechanisms), and reports relevant HR performance metrics and recommends/takes action to improve results
    • Job Analysis and Evaluation:
      • Conducts job analyses to develop and maintain accurate job descriptions
      • Provides recommendations for slotting positions in the established, proper organizational levels, pay grades, and pay structure
    • Surveys:
      • Plans/participates in compensation competitive-market and peer-group surveys and benchmarking studies
      • Analyzes survey results to make recommendations to ensure competitiveness for talent acquisition, motivation, engagement, and retention
      • Maintains a database of current compensation data and information for reference and internal-equity assessments
    • Policies and Practices:
      • In partnership with Legal and HR Business Partners, evaluates, drafts, implements, and trains on compensation and HR operational policies and procedures  
      • Ensures regulatory/legal compliance, and provides guidance, training, and interpretation for related HR programs, processes, practices, and tools
      • Completes required federal, state, and local reporting accurately and on time
    • HR Administration:
      • Administers regular and ad-hoc day-to-day operational/administrative activities and duties accurately and in accordance with established protocol, process, guidelines, forms, timelines, etc. 
    • Maintains in-depth knowledge of federal, state, and local employment laws and legal requirements and, in partnership with Legal, ensures regulatory compliance on HR-related matters and activities (particularly compensation, wage and hour, and fair pay) to mitigate and avoid risks.
    • Performs other duties as assigned within the scope of responsibilities and requirements of the job.
    • Performs Essential Job Functions and Duties with or without reasonable accommodation.


    • Bachelor's degree in Human Resources, Business Administration, or Finance & Accounting or related field or equivalent work experience required
    • Preferred: Certification in CCP, PHR, or SPHR
    • 5 ~ 7 years of direct experience required
    • 0 ~ 1 years of supervisor experience preferred
    • Working knowledge and experience in HR compensation required and HR operations including HRIS, dashboards/scorecards, job descriptions, and processes/workflows
    • Working knowledge and experience in performance metrics and reporting, competitive benchmarking and job analysis, and HR software tools implementation and training
    • Working knowledge of and experience with various HR systems, processes, policies, practices, procedures, and tools
    • Advanced level Microsoft Office skills (PowerPoint, Word, Outlook)
    • Advanced level Microsoft Excel skills
    • Intermediate level system(s) skills inCHR Systems
    • Effectively manages competing deadlines and demands
    • Effectively manages internal/external relationships and partnerships
    • Effectively envisions, develops, and implements pragmatic-yet-innovative strategies/approaches to address competitive, growth-oriented, and complex business, organizational, and workforce issues
    • Proactively takes action to identify Customer needs, develop/provide recommendations, and facilitate implementation
    • Process-oriented with a bias for simplification and standardization
    • Mathematical aptitude and analytical skills with an attention to detail, especially for program development and ROI analysis, benchmarking, and reporting
    • Presentation skills/ability to communicate effectively (in a relaxed, open style) in individual or group settings with all organization levels
    • Efficiently performs research, gathers data, and compiles information into user-friendly documents
    • Activity and project management, planning, prioritizing, organizing, and time-management skills
    • Problem-solving skills
    • Thinks creatively, seeks collaboration and feedback, and executes pragmatically


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