Manager, Compensation Operations

We are more than a health system. We are a belief system. We believe wellness and sickness are both part of a lifelong partnership, and that everyone could use an expert guide. We work hard, care deeply and reach further to help people uncover their own power to be healthy. We inspire hope. We learn, grow, and achieve more – in our careers and in our communities.

Job Description Summary:

The Manager Compensation Operations will be responsible for overseeing and managing all aspects of compensation operations, including market pricing, job evaluation, use of market pricing software and leveraging Workday compensation administration. This role will be responsible for compensation practices, regulatory requirements, and industry benchmarking data sources. The Compensation Manager will manage and have responsibility to develop a team.

Responsibilities And Duties:

Oversee compensation operations, ensuring compliance with federal, state, and local wage and hour laws.
Conduct salary survey administration, market pricing and oversight of job evaluations to ensure internal and external equity.
Manage the utilization of market pricing software to prepare analysis and interpretation of external market information for the development and maintenance of salary ranges and competitive pay practices.
Manage and support processes related to organization structure, job catalogs, and compensation changes within Workday.
Collaborate with HR business partners, talent acquisition, and department leaders to ensure compensation practices meet evolving workforce needs.
Provide expertise in job evaluation, internal and external pay equity analysis, and salary offer recommendations.
Evaluate job roles, descriptions, and levels to determine appropriate pay levels and support equity across the organization. Analyze compensation data to assess internal equity and external competitiveness.
Lead compensation-related communication efforts to educate employees and leadership on pay philosophy, structure, and policy.
Conduct robust and complex analysis of compensation data to support strategic decision-making.
Develop and analyze workforce metrics to identify trends and inform compensation strategies.
Apply strong business acumen to align compensation practices with organizational goals and financial sustainability.
Responsible for due diligence for and integration activities for mergers, acquisitions, and divestitures.
Responsible for compensation audits and accuracy of compensation data
Partner with leadership to align compensation strategy with organizational objectives, ensuring market competitiveness while maintaining financial sustainability.
Manage a team of compensation specialists and analysts, providing guidance, mentorship, and performance evaluations.
Develop and implement strategies to enhance the team’s effectiveness and efficiency.
Prepare for future leadership roles by participating in professional development opportunities and demonstrating the ability to lead complex projects.

Minimum Qualifications:

Bachelor's Degree (Required)

Additional Job Description:

SPECIALIZED KNOWLEDGE

• Extensive knowledge of compensation program design and implementation, including local, state, and federal pay requirements.
• Experience with Workday HCM and Compensation modules.
• Advanced data analytics expertise with the ability to turn insights into actionable strategies.
• Ability to influence and manage change within a virtual environment.
• Superior verbal and written communication skills.

Work Shift:

Day

Scheduled Weekly Hours :

40

Department

Compensation Administration

Join us!
... if your passion is to work in a caring environment
... if you believe that learning is a life-long process
... if you strive for excellence and want to be among the best in the healthcare industry

Equal Employment Opportunity

OhioHealth is an equal opportunity employer and fully supports and maintains compliance with all state, federal, and local regulations. OhioHealth does not discriminate against associates or applicants because of race, color, genetic information, religion, sex, sexual orientation, gender identity or expression, age, ancestry, national origin, veteran status, military status, pregnancy, disability, marital status, familial status, or other characteristics protected by law. Equal employment is extended to all person in all aspects of the associate-employer relationship including recruitment, hiring, training, promotion, transfer, compensation, discipline, reduction in staff, termination, assignment of benefits, and any other term or condition of employment