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Department

Job Summary

The Director of Compensation is a key member of the HR leadership team and has shared accountability for the success of the function. Under general supervision, is charged with the development and administration of all broad based, incentive/reward and recognition, executive and provider pay programs at
Denver Health ensuring they are regulatory compliant, competitive, equitable, sustainable, scalable and positively impacts the long and short-term performance of the organization.

The Director oversees the work of the Compensation Team coordinating workflow, providing guidance and direction to ensure that DHHA pay programs are consistently administered in compliance with internal policies and government regulations and that customer and business needs are met. The Director oversees pay administration, end-to-end market data processes, provider pay programs and contributes significantly to the creation, evaluation, and ongoing review of existing pay programs, practices, procedures (standard work) and policies ensuring relevance and currency. Some reporting and analytics is done through our HRM system Workday.

The Director routinely collaborates with leaders at all levels, across the organization to review and makes recommendations regarding changes to existing programs to remain competitive and in line with market.

This position would have an on-site expectation of 3 days/week.

Strategy and Planning (20%)

• Collaborate with key stakeholders to establish the direction and implement short and long-term priorities of Compensation in alignment with the strategic objectives of HR and DHHA. Establish a process to regularly assess organizational needs, understand the context and drivers of a changing workforce to inform new organizational initiatives that enable staff to develop the assets and skills needed for success. Make recommendations and drive consensus for the achievement of such initiatives.

Pay Admin and Operations Management (30%)

• Establish and direct the development, implementation and administration of DHHA compensation programs including organization wide, regularly scheduled pay activities (e.g., annual increase, market adjustments). Oversee the day-to-day operations of the team. Establishes the workflow ensuring and standard operating procedures, practices, and policies are maintained, and monitored to ensure the efficient operation and support of patient care. Regularly assess productivity and effectiveness of team to identify areas for improvement. Make recommendations for and implements identified improvement initiatives. Assist Managers and Leaders with resolving day-to-day pay related concerns and questions, invoking creative solutions to solve business problems.

Market Competitiveness (10%)

• Guide the work of Compensation Strategists to assess the external market, analyzes data and applies to jobs and employees in accordance with Denver Health?s Compensation Philosophy. Monitors the external market to understand economic conditions that impact Denver Health pay policy.

Job Evaluation and Pay Equity (10%)

• Oversee the process for evaluating and aligning jobs, within the organization?s framework. Establish and maintain the process to ensure fairness of compensation paid performing comparable work, without regard to gender or race/ethnicity or other categories protected by law.

Pay Program Development and Oversight (10%)

• Oversee, establish and direct broad based, incentive/reward and recognition, executive and provider pay programs. Evaluates current rewards programs and determines competitiveness in the market.

Policy and Procedure (Standard Work) (10%)

• Review, create and update pay practices and policies. Monitor changing internal or external market and/or economic conditions that impact Denver Health pay policy so as to recommend changes to practice and policy based on those conditions. Ensures that all compensation pay practices and procedures are documented and reviewed regularly for currency. Coach, guide and educate other HR team members on Denver Health pay policy and practice.

Staff Management (5%)

• Organize workflow to meet business objectives through overseeing employees' performance, provide guidance and coaching for improved performance. Train new employees. Identify and support the developmental needs of the team. Build and promote a team-oriented culture within the function. Assist in the sourcing, recruitment of potential new talent and contributes to performance evaluations up to and including termination of employees.

Regulatory Compliance and Pay Governance (5%)

• Oversee and regularly review the process of complying with applicable laws, regulations, standards of practice, policies and procedures, standards, and the other rules issued by municipal, state, and federal agencies related to pay. Facilitate regular Pay Steering Committee meetings to make and enforce pay practice and policy decisions to guide the functioning of an organization. Reports findings, develop and implement strategies to remediate and make recommendations for change.

Education:

• Bachelor's Degree in Human Resources, Business, Finance or related field Required (7-9 years of additional compensation experience in lieu of Bachelor's Degree)

Work Experience:

• 7-9 years Progressive responsibility in compensation Required and
• 4-6 years Management/Leadership responsibility Required
• Experience within a Healthcare/medical system preferred

Knowledge, Skills and Abilities:

• Knowledge of the regulatory environment that governs compensation work
• Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
• Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
• Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one.
• Service Orientation - Actively looking for ways to help people.
• Data Analysis - Extensive use of quantitative and qualitative research and statistical methods for analyzing data.
• Research- ability to leverage resources to acquire needed information
• Knowledge of state and federal employment and wage and hour laws and best practices.
• Demonstrated proficiency at the intermediate (preferably advanced) level of Microsoft Excel
• Demonstrated proficiency in the Microsoft Office Suite of products (i.e. Word, and PowerPoint)

Shift

Work Type

Salary

Benefits

• Outstanding benefits including up to 27 paid days off per year, immediate retirement plan employer contribution up to 9.5%, and generous medical plans

• Free RTD EcoPass (public transportation)

• On-site employee fitness center and wellness classes

• Childcare discount programs & exclusive perks on large brands, travel, and more

• Tuition reimbursement & assistance

• Education & development opportunities including career pathways and coaching

• Professional clinical advancement program & shared governance

• Public Service Loan Forgiveness (PSLF) eligible employer+ free student loan coaching and assistance navigating the PSLF program 

• National Health Service Corps (NHCS) and Colorado Health Service Corps (CHSC) eligible employer

Our Values

• Respect

• Belonging

• Accountability

• Transparency

All job applicants for safety-sensitive positions must pass a pre-employment drug test, once a conditional offer of employment has been made.

Denver Health is an integrated, high-quality academic health care system considered a model for the nation that includes a Level I Trauma Center, a 555-bed acute care medical center, Denver?s 911 emergency medical response system, 10 family health centers, 19 school-based health centers, Rocky Mountain Poison & Drug Safety, a Public Health Institute, an HMO and The Denver Health Foundation.

As Colorado?s primary, and essential, safety-net institution, Denver Health is a mission-driven organization that has provided billions in uncompensated care for the uninsured. Denver Health is viewed as an Anchor Institution for the community, focusing on hiring and purchasing locally as applicable, serving as a pillar for community needs, and caring for more than 185,000 individuals and 67,000 children a year.

Located near downtown Denver, Denver Health is just minutes away from many of the cultural and recreational activities Denver has to offer.

We strongly support diversity in the workforce and Denver Health is an equal opportunity employer (EOE).

Denver Health values the unique ideas, talents and contributions reflective of the needs of our community. For more about our commitment to diversity visit: https://www.denverhealth.org/for-professionals/careers/diversity-and-inclusion

Applicants will be considered until the position is filled.

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About Denver Health

Take your career to the next level at Denver Health, where we offer a robust benefits package and endless opportunities for growth. Denver Health is a nationally-ranked, locally-trusted, premier healthcare institution located in the heart of Denver, Colorado.Twenty-five percent of all Denver residents, or approximately 150,000 individuals, receive their health care here. We are known as an integrated health care system that encompasses multidisciplinary academic specialties, a community health system, a level I adult trauma center, pediatric emergency and urgent care center home to Denver Public Health and many of the nation's leaders in medicine.Denver Health is an Equal Opportunity Employer At Denver Health we pride ourselves on our commitment to diversity. Equal opportunity is a fundamental principle of Denver Health. As an equal opportunity employer, Denver Health is committed to recruit, hire, promote and administer all human resource actions in a non-discriminatory manner. Denver Health is committed to providing equal opportunities in all business practices and to all persons regardless of age, race, color, national origin, genetic information, religion, sex, pregnancy, disab...ility, sexual orientation, gender identity, gender expression, marital status or veteran status (collectively “protected status”). Denver Health strives to maintain a work environment that is free from unlawful harassment and discrimination and will not tolerate any such conduct by employees or directed at employees within the scope of their employment. Read the full Human Resources Employee Principles and Practices policy.

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