Compensation Supervisor jobs in Gainesville, FL

The incumbent in this job will function as a subject matter resource to the organization's leaders in all facets of employee pay administration. Pay administration includes, but will not be limited to, the creation and maintenance of pay ranges, the assignment of jobs to pay ranges, reviewing job descriptions for assignment to pay ranges, the management of employee pay within pay ranges, establishing job rates, participating in salary surveys, monitoring of salary practices in the various labor markets, and administration and front-end troubleshooting of PeopleSoft's Manager Self-Service and ePerformance. The incumbent will also interact with regulatory and other agencies, such as The Joint Commission, who have oversight of the operation of the organization's facilities and employees.
 

Minimum Education and Experience Requirements:

• Bachelor's degree in business or relevant discipline is required. Master's degree preferred.
• Certified Compensation Professional (CCP) designation preferred.
• A minimum of three to five years of experience as a compensation analyst in a large hospital/hospital system is required. Experience in an academic medical center is preferred.
• Candidates must possess a thorough understanding of employee compensation in a hospital and a thorough understanding of jobs that exist within hospitals.
• Demonstrated professional and operational knowledge of the multiple human resource functional areas.
• Knowledge of statistics and applicable federal and state regulations governing employee compensation.
• Candidate must possess strong systems experience, preferably with the PeopleSoft HR application, as well as possess strong MS Excel skills.
• Candidate must possess strong oral and written communication skills and be able to communicate with employees at all levels within a hospital/academic medical center, both orally and in writing.

Motor Vehicle Operator Designation:
Employees in this position will operate vehicles for an assigned business purpose as a "non-frequent driver."

NOTE: A frequent driver is defined as one who uses his/her personal or Shands automobile a) at least once daily, b) at least five individual trips per week or c) drives, on average, over 150 miles per week in the performance of his/her job.