Schedule Weekly Hours:

Why Bellin Gundersen?

• Tailored Benefits Package: We offer a comprehensive benefits package that varies based on your location. To learn more about the specific benefits available in your area, please inquire with the recruiter during the application process.

• Remote Work Opportunity: This position is eligible for remote work. However, candidates must be residents of Wisconsin (WI), Iowa (IA), Michigan (MI), or Minnesota (MN) at the time of hire.

At Bellin Gundersen, we believe in leading with love and fostering a culture of belonging and excellence. If you share our values and are looking for an opportunity to make a significant impact on our workforce, we invite you to submit your application.

ONE SYSTEM, ONE VISION: Bellin Gundersen Health System is a large and growing health system with a strong presence in the region. We operate 11 hospitals, more than 100 clinics, and employ over 14,000 teammates across 35 counties in 4 states.

As the Director of Compensation, you are responsible for providing leadership in developing compensation strategy, design and execution to support the organization's overall strategies. In this role you are responsible for all broad-based and executive compensation programs, including regulatory compliance. You will play a key role in continuously assessing outcomes and driving enhancements that advance our Total Rewards Strategy.

Reporting the to the Vice President Total Rewards, the Director of Compensation partners with HR, leadership, operations and finance to provide the consulting and leadership necessary to design programs and solutions that are sustainable and meet the needs of our workforce.

To be successful in this role, the Director must possess deep technical expertise in compensation, strong communications, financial acumen, and people leadership experience, along with a commitment to accountability. They must be a proven strategic thinker capable of leading change at the operational and strategic levels. They must be highly motivated, committed to the development of their team, have a passion for designing high-quality and innovative compensation solutions, and have a deep interest in building collaborative cross-functional relationships. Decision-making skills must be decisive yet grounded in flexibility and practicality, and data-driven curiosity.

ESSENTIAL JOB DUTIES/MAJOR RESPONSIBILITIES:

• Design, develop and manage a variety of compensation programs and processes including base salary, variable pay programs, program budgeting, compensation strategy and competitive pay analysis

• Knowledgeable across the full spectrum of methodologies and tools used for compensation-related market research, modeling and analysis

• Using analytical skills, synthesize complex questions / data into well-structured recommendations and stories accompanied by the financial business case

• Knowledgeable about regulations and applicable governing bodies, and apply that to current and future design and administration

• Effectively manage multiple programs, processes and initiatives collaborating with and influencing a wide range of stakeholders, and have a proven ability to think end-to-end about the work to be implemented

• Expertise within Microsoft Excel and other analysis tools

• Design and manage job architecture and compensation administration within various HR systems, including Workday

• Develop and deliver formal and informal reports, presentations and communications to executive audiences

• Transformational Leadership, accountable to the organization's workforce strategies, mature the human resource function, provide customer service, and create business value - by driving program excellence and strategic impact. This includes inspiring employees to strive beyond required expectations and to work towards a shared vision.

MINIMUM QUALIFICATIONS:

• Education: Bachelors required, masters or advanced degrees preferred

• Certification/Registration/Licensure: CCP, SCP preferred

• Experience: Minimum of 7 years of compensation, finance or human resources experience, with a minimum of five years of compensation experience required. 3 years of people management, and preference for experience within healthcare industry.

Core for all Leaders

• Organizational Strategy and Implementation -- Recognizes market trends, judges the impact on their AOR, contributes to responsive strategic plans, develops AOR operational plans, articulates these plans, and ensures they are communicated to gain alignment and commitment of all AOR staff.

• Fiscal Management -- Effectively uses established processes to ensure accountability for effective operations and resource management.

• Human Resource Management -- Effectively uses established processes to select, align, develop, motivate, manage, and retain a team of highly skilled employees.

• Excellence in Service and Quality-- Achieves seamless delivery of quality patient care, safety, excellence in patient experience, and customer service. Utilizes Continuous Quality Improvement principles and platform planning in decisions, improvements, and system design.

• Organizational Leadership -- Provides leadership and accomplishes objectives by ensuring the integration of processes and initiatives while modeling collaboration. Participates and supports in brand/service delivery teams as requested.

• Maintains accountability for implementation of requirements of regulatory agencies

• Serves as liaison to the community

• Duties and responsibilities as defined by specific department (if applicable)

PRACTICES AND PROMOTES BEHAVIOR CONSISTENT WITH THE MISSION, VISION AND VALUES:

Mission:

Together, we inspire your best life by relentlessly caring, learning and innovating.

Vision:

Leading with love, we courageously commit to a future of healthy people and thriving communities.

Values:

Belonging, Respect, Excellence, Accountability, Teamwork, Humility

If you need assistance with any portion of the application or have questions about the position, please contact or call 608-775-0267

Equal Opportunity Employer