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Directs the planning, development, and implementation of the pay practice area of compensation, usually defined as direct pay including wage, salary, incentive, and executive compensation. Plans, designs, implements, maintains, and administers compensation programs. Typically reports to Human Resources Top Officer and supervises Compensation Manager.: Supervises staff of analysts. Prepares reports for management. Prepares and approves incentives and incentive plan formats. Works with management to achieve corporate goals. Ensures compliance with all legal requirements.

Occupational Health-Workers Comp Director

Plans, directs, implements, and administers ongoing improvement of occupational health and worker's compensation services in a health plan. Manages the Occupational Health-Worker's Compensation staff and implements strategies relative to the development and management of related services. Designs and implements programs to maintain positive relationships between the health plan, physicians, providers, and practice managers. Typically requires a bachelor's degree in occupational health with seven years of related health plan experience.: Participates in weekly patient case conferences with Medical Director, Occupational Health, and Worker's Compensation providers. Manages and coordinates placement and periodic health reviews, return to work assessments, fitness for duty assessments, and confidential medical record maintenance. Monitors the management of on the job injuries or illnesses and health consultations including assessment, treatment and referral to appropriate resources as required. Responsible for hiring, developing and managing a qualified management staff concerned with the maintenance and expansion of assigned services within the health plan. Prepares, manages, and monitors the departmental budget. Ensures that the plan has an adequate number of participating providers in the network to meet business objectives.

Occupational Health-Workers Comp Manager

Oversees and manages the delivery of patient care for Occupational Health Services/Employee Health, ensuring that patient care is provided according to established standards of care and practice. Consults with physicians regarding patient assessments, care provided, new services, and other relevant information.: Leads and manages the Occupational Health team including providing direction and guidance to the Medical Director. Develops and coordinates regional internal and external occupational health resources. Collaborates with others to anticipate and control occupational health risks and meet OSHA regulatory and governance requirements. Serves as technical expert and supports the Disability Management, Workers' Compensation, and Human Resources efforts in ADA, FMLA, return-to-work, and other medical issues. Evaluates management systems in occupational and non-occupational areas, such as return-to-work, pre- and post-offer screening, work hardening, and health risk management. Partners with the wellness, health benefits, local medical provider networks, and the contract medical director in defining risk-based processes for health management. Facilitates strategic vendor partnerships for organization's Occupational Health management systems. Develops and reports quality assurance, quality control, and performance metrics to demonstrate positive outcomes for both corporate and regional occupational health programs.

Compensation Manager

Manages compensation program, which may include incentive and executive compensation. Directs development and application of techniques of job analysis, job descriptions, evaluations, grading, and pricing in order to determine and convert relative job worth into monetary values to be administered according to pay-scale guidelines and policy. May report to Director of Compensation and Compensation Supervisor may report to this position.: Prepares and approves incentives and incentive plan formats. Works with management to achieve corporate goals. Analyzes company compensation policies, government regulations concerning payment of minimum wages and overtime pay, prevailing rates in similar organizations and industries, and agreements with labor unions, in order to comply with legal requirements and to establish competitive rates designed to attract, retain, and motivate employees. Recommends compensation adjustments according to findings, utilizing knowledge of prevailing rates of straight-time pay, types of wage incentive systems, and special compensation programs for professional, technical, sales, supervisory, managerial, and executive personnel. Approves merit increases permitted within budgetary limits and according to pay policies.

Compensation & Benefits Manager

Manages and evaluates both the compensation and benefits functions for organizations, including participating in the design of plans, hiring, salary and incentive, job evaluation, performance appraisal, life and health insurance, disability, and pension and profit sharing programs. Provides annual salary action plans. Typically reports to a director and may have supervisors reporting to this position.: Oversees qualified retirement plan participation. Supplements qualified plan benefits with non-qualified and administers those programs. Assists in the accounting for insurance funded plans. Administers stock option plans. Administers long-term incentive plans with equity characteristics such as long-term bonuses, restricted stock, stock appreciation plans, and the like. Participates in the relocation of key personnel. Reviews current programs and develops and executes needed new programs.

Chief Compensation & Benefits Executive

Develops and oversees the organization's total compensation programs, including base salary, variable pay, and employee benefit programs. Provides related information and analyses to top management and the Board of Directors and works with outside consultants and vendors as appropriate in all areas.: Develops compensation programs and processes, working across organizational levels, to ensure market competitiveness, internal equity, process efficiency, and compliance with current processes. Develops and oversees salary planning, increase programs, and bonus programs. Designs or participates in the design of all variable reward programs, including those for executive, sales, research, and other groups. Oversees the development and administration of job family levels and salary structures, selection and participation in compensation surveys, and developing processes and formats for job descriptions. Oversees the development and administration of all employee benefit programs, including health and welfare, retirement, paid time-off, and any other benefits programs. Oversees the delivery of efficient and effective service to employees, as reflected in benefit process design and administration, and prompt resolution of issues. Manages the relationships with vendors to ensure cost effective programs. Oversees internal and external compliance with regulations and company policies. May develop and direct equity programs in collaboration with Legal and Finance Departments. May oversee HRIS systems and associated processes.

Manager Compensation

Compensation and Benefits Administrator

Develops, implements, and administers organization's compensation and benefit programs. Coordinates and administers functions of the Human Resources Department in providing equitable compensation for all employees and the best benefits possible within the parameters of the company's resources.: Communicates with employees regarding compensation and employee benefit related issues. Administers employee benefit programs, possibly including group medical, dental, vision, prescription, disability, group life, AD&D, EAP, 401(k), and flexible spending account programs. Researches and advises on benefit program enhancements. Participates in contract negotiations and renewals. Serves as primary contact for plan vendors and third party administrators. Assures compliance with State and Federal regulatory agencies. Processes enrollments, COBRA, terminations, changes, beneficiaries, disability, accident and death claims, rollovers, QDRO's, QMCSO's, distributions, hardships, and compliance testing. Manages open enrollment and program implementation processes. Oversees reconciliation and preparation of all billings related to benefit plans. Implements and monitors adherence to compensation and employee benefit policies, procedures, and practices. Coordinates job evaluation activities with the Compensation Committee. Administers the organization's executive incentive program.

Compensation & Benefits Supervisor

Supervises employees and activities relating to the determination of adequate and proper benefits and compensation including salary and incentives and protection from loss of income because of illness, injury, layoff, or retirement. Supervises professional staff of analysts. This position typically reports to a manager.: Directs preparation and distribution of informational literature and verbal presentations to notify and advise employees of eligibility for benefits programs including insurance plans, paid time off, and bonus pay. Remains current with laws concerning mandatory insurance coverage, data concerning prevailing practices among similar organizations, and agreements with labor unions and accordingly assists in the modification of compensation and/or benefits programs. Maintains records of qualified retirement plan participation. Assists in the administration of stock option and long-term incentive plans. May assist in the relocation of personnel. May participate in job evaluations and performance reviews. May direct clerical activities involving the update of records and the processing of insurance claims.

Compensation Supervisor

Supervises the pay practice area of compensation, usually defined as direct pay including wage, salary, incentive, and executive compensation. Analyzes wage and salary practices, and recommends changes to the current program to maintain competitiveness in the marketplace. Typically reports to manager level and supervises professional staff of analysts.: Prepares reports for management. Prepares and approves incentives and incentive plan formats. Participates in creation and implementation of variable pay, promotion, and merit rating programs. Ensures adherence to established organization policies and makes recommendations for change as appropriate. Ensures programs and policies are in compliance with all State and Federal laws and regulations. May assist manager in developing, implementing, and maintaining a job evaluation and merit program. May oversee wage and salary survey data collection and recommend changes based on analysis. May assist in conducting performance reviews. May also participate in employee benefits program.

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