Executive Compensation Consultant IV

Kaiser Permanente; Oakland (CA); On-site; USD 120,000 - 190,000; Full time

Job summary

Kaiser Permanente in Oakland seeks a Senior Compensation Analyst to conduct executive market pricing, analyze survey data, and support compensation strategy. The role collaborates with business partners to benchmark roles, develop proposals, and inform board materials.

You will lead or assist in salary planning, maintain salary structures, review FLSA classifications, and ensure compliance while aligning initiatives with KP policies.

Qualifications

• Bachelor's degree in HR, business, or related field with at least five years' experience in HR, finance, or operations.
• Minimum of 2 years working on compensation projects or activities; executive compensation experience preferred.
• PHR certification preferred.

Responsibilities

• Supports executive market pricing by auditing survey data and benchmarking compensation.
• Develops and maintains compensation policies and salary structures.
• Collaborates with business partners to align rewards with strategy.
• Prepares materials for board presentations and leadership reviews.
• Leads salary planning activities and analyzes budget impacts.

Skills

Compensation analysis

Executive compensation

Market pricing

Job evaluation

Cross-functional collaboration

Education

Bachelor's degree in HR/Business/related field

Job description

Job Summary:

In addition to the responsibilities listed below, this position also performs executive market pricing and complex analysis by auditing and evaluating survey data for variable and non-variable executive compensation; analyzing executive competitive labor market trends and preparing materials for the board presentations; performing job evaluations by indentifying benchmarks for competitive executive compensation packages and consulting with business partners; designing the executive incentive plan measures by coordinating with executive leadership and collecting and calculating regional quarterly and annual results; conducting annual review cycle by coordinating with the regional stakeholders and calculating the merit, incentive and LTIP payout.

Essential Responsibilities:

• Practices self-development and promotes learning in others by proactively providing information, resources, advice, and expertise with coworkers and customers; building relationships with cross-functional stakeholders; influencing others through technical explanations and examples; adapting to competing demands and new responsibilities; listening and responding to, seeking, and addressing performance feedback; providing feedback to others; creating and executing plans to capitalize on strengths and develop weaknesses; supporting team collaboration; and adapting to and learning from change, difficulties, and feedback.
• Completes work assignments and supports business-specific projects by applying expertise in subject area; supporting the development of work plans to meet business priorities and deadlines; ensuring team follows all procedures and policies; coordinating resources to accomplish priorities and deadlines; collaborating cross-functionally to make effective business decisions; solving complex problems; escalating high priority issues or risks as appropriate; and recognizing and capitalizing on improvement opportunities.
• Administers and assists in the development of compensation policies and programs by researching and analyzing compensation related issues; evaluating programs, policies, and practices to ensure implementation aligns with KPs strategic business and HR imperatives; providing insight on the development of proposals for programs; reviewing statutory requirements governing compensation administration; reviewing and maintaining company salary structure, FLSA exemptions, and job revision/creation; reviewing and providing recommendations on incentive and recognition programs; analyzing reports; and conducting FLSA and equity reviews.
• Develops compensation analysis plans by researching and analyzing data; evaluating input and coordinating resources to fulfill objectives; and ensuring project schedules are tracked and maintained.
• Performs market pricing and analysis by auditing and evaluating compensation survey data; analyzing competitive salary information; researching issues related to compensation surveys; assessing competitive labor market trends; informing salary structures and market positioning to support labor negotiations, talent acquisition, financial planning, and other business processes; performing job matching and determining benchmarks for equitable and competitive employee compensation.
• Conducts and/or serves as a lead for salary planning activities by researching and recommending salary adjustments; identifying corrective or alternative actions to resolve compensation-related problems; providing costing and recommendations for salary budgets and escalations; advising on payout calculations of compensation plans; and implementing and documenting compensation policies and pay practices.
• Consults with business partners to evaluate job content and employee responsibilities by auditing job content and their match to employee job duties; making recommendations for reclassifications; preparing or revising job descriptions to reflect job responsibilities, activities, duties, and requirements; and identifying new or revised classifications to determine appropriate salary grade assignments.
• Assists with the management of projects or compensation components of larger cross-functional projects; assisting in the development, analysis, and management of project plans; and coordinating project schedules based on resource forecasts.
• Supports and participates in the planning and development of HR compensation implementation strategies, programs, and policies by researching challenges and providing recommendations; implementing short- and long-range department goals, programs, and policies; ensuring the implementation of compensation initiatives are aligned with established business policies and objectives; and ensuring compensation metrics are met.

Minimum Qualifications:

• Bachelors degree in Human Resources, Business, Social or other sciences, Public Administration or related field and Minimum five (5) years experience in human resources, finance, or business operations, including at least 2 years working on compensation projects or activities. Additional equivalent work experience in a directly related field may be substituted for the degree requirement.

Preferred Qualifications:

• Two (2) years experience in executive compensation.
• Human Resources Professional Certification (PHR).