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Department

Job Summary
The Senior Compensation Strategist ("Senior Strategist") is a key member of the Compensation Team and has shared accountability for the success of the function. The Senior Strategist, under general supervision, assists in the development and administration of all employee and provider pay programs for Denver Health. This role is client facing so the Senior Strategist has an assigned client group and works with Managers and Leaders at all levels of the organization to consult, advise and guide the implementation of pay policy. The Senior Strategist routinely partners and works in concert with other HR Partners (e.g., HRBPs, Talent Acquisition, Benefits, HRIS) to advance the HR and Compensation strategies. The Senior Strategist guides the work of the Compensation Strategist (Analyst) relative to and when necessary assists with gathering data from market-based compensation surveys; analyzing survey data and applying in alignment with Denver Health's Compensation Philosophy, writing and evaluating job descriptions, conducting job analyses and evaluations to determine proper placement of jobs within the Denver Health structure, assessing and reporting on market trends that impact the Denver Health workforce. The Senior Strategist recommends changes to practice and policy based on changing market and/or economic conditions that impact Denver Health pay policy. The Senior Strategist maintains an understanding of and ensures compliance with applicable state and federal employment and wage and hour laws. Relies on experience and judgment to plan and accomplish goals.
Essential Functions:

Strategic Partnership and Collaboration (20%)

• Coaches, guides and educates other HR team members on Denver Health pay policy and practice. Takes a lead role in partnering with HRBPs, Managers and Leaders to develop competitive and comprehensive compensation solutions to address compensation concerns.

Market Assessment (20%)

• Guides the work of Compensation Strategists (Analysts) and when necessary participates in and gathers data from market-based compensation surveys; assesses and analyzes data and applies to jobs and employees in accordance with Denver Health's Compensation Philosophy. Assists in conducting the annual competitive benchmarking and update process. Monitors the internal work environment and external market to understand economic conditions that impact Denver Health pay policy. Acts as the administrator for applications/systems related to the administration of market adjustment; market pricing (salary survey system).

Job Analysis and Evaluation (15%)

• Evaluates jobs, determines pay grades, and performs associated analyses (e.g. equity). Recommends various courses of action and costs for those options. Collaborate with team members to identify opportunities for aligning jobs, ensuring data integrity, and consistency in approach and process. Writes, edits and updates job descriptions.

Pay Administration (15%)

• Leads the implementation of organization wide, regularly scheduled pay activities including but not limited to developing salary structures, merit planning and market adjustments. Assists Managers and Leaders with resolving day-to-day pay related concerns and questions

Data Analysis and Reporting (10%)

• Provides analytical support and data analysis on projects, metrics and ad hoc reporting.

Policy and Procedure (10%)

• Assists in the creation, evaluation, and ongoing review of existing pay practices and policies. Monitors and reports on changing internal or external market and/or economic conditions that impact Denver Health pay policy. Recommends and implements changes to practice and policy based on those conditions.

Project Management (10%)

• Takes a lead role in managing and executing key organizational priorities and projects. Partners with other HR groups, leaders, or managers to plan and execute major initiatives including, but not limited to automation and HR systems, job architecture development, etc. This may involve developing project plans, monitoring progress toward on-time completion, and preparing standard and ad hoc reports.

Education:

• Bachelor's Degree in Human Resources, Business, Finance or related field Required

Work Experience:

• 4 years of progressive responsibility in compensation Required
• One (1) year of the appropriate type and level of experience may be substituted for each required year of post-high school education: 8 years of progressive responsibility in compensation (if no Bachelor's degree) Required

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: