HR Compensation Manager

Deaconess Health System; Evansville (IN); On-site; USD 110,000 - 160,000; Full time

Job summary

Deaconess Health System in Evansville, IN, seeks an HR Compensation Manager to lead enterprise compensation strategy and governance. You will partner with HR, Finance, Legal, and operations to develop data-driven solutions aligning pay with organizational goals and workforce needs.

You will oversee base pay design, market benchmarking, and pay-for-performance programs, including annual planning, budgeting, and analytics. Healthcare setting requires regulatory adherence and strategic leadership.

Qualifications

• Bachelor's degree in HR, Business, or related field.
• Seven years of progressively responsible compensation experience including complex programs.
• Experience leading enterprise initiatives with cross-functional partnerships.
• Experience with mergers and acquisitions pay alignment and integration planning.
• Healthcare or regulated industry experience preferred.

Responsibilities

• Lead the design, administration, and governance of enterprise compensation programs, including base pay, salary structures, incentives, differentials, premiums, and job architecture.
• Direct compensation strategy and integration activities related to mergers, acquisitions, affiliations, and organizational changes.
• Design programs that support market competitiveness, internal equity, workforce needs, and organizational objectives.
• Oversee compensation technology, including system configuration, testing, reporting, workflow optimization, and governance.
• Lead annual compensation planning and pay-for-performance programs, including merit cycles, incentives, budget modeling, communications, and implementation.
• Conduct complex compensation analyses, financial modeling, forecasting, and scenario planning.
• Provide consultation on job evaluations, market pricing, offers, promotions, career progression, organizational redesign, and pay decisions.

Skills

Compensation strategy

Salary structures

Market pricing

Internal equity

Incentives

Pay-for-performance

Job evaluation

Education

Bachelor's degree in HR/Business/related field

Tools

Microsoft Excel

HRIS

Compensation systems

Job description

The HR Compensation Manager provides strategic and operational leadership for enterprise compensation programs, including compensation structure design, internal equity, market competitiveness, and pay-for-performance initiatives. This role leads compensation strategy for mergers, acquisitions, affiliations, and organizational transformations while overseeing compensation systems, governance, and annual compensation planning.

The HR Compensation Manager partners with HR, Finance, Legal, and operational leaders to develop effective, data-driven compensation solutions that support organizational goals and workforce needs.

Key Responsibilities

• Lead the design, administration, and governance of enterprise compensation programs, including base pay, salary structures, incentives, differentials, premiums, and job architecture.
• Lead compensation strategy and integration activities related to mergers, acquisitions, affiliations, and organizational changes.
• Design compensation programs that support market competitiveness, internal equity, workforce needs, and organizational objectives.
• Oversee compensation technology, including system configuration, testing, reporting, workflow optimization, and governance.
• Lead annual compensation planning and pay-for-performance programs, including merit cycles, incentives, budget modeling, communications, and implementation.
• Conduct complex compensation analyses, financial modeling, forecasting, and scenario planning.
• Provide consultation on job evaluations, market pricing, offers, promotions, career progression, organizational redesign, and pay decisions.
• Oversee market benchmarking, salary surveys, and compensation analytics.
• Establish compensation policies, standards, controls, and governance practices.
• Partner with HR, Finance, Legal, and operational leaders to align compensation strategy with workforce planning and business priorities.
• Develop compensation communications, tools, and resources to support consistent pay decisions.
• Lead and develop compensation staff while ensuring high-quality service and execution of strategic initiatives.
• Ensure compliance with applicable federal, state, and local compensation laws and regulations.

Qualifications

Education

• Bachelor's degree in Human Resources, Business, or a related field required.

Experience

• Minimum of seven years of progressively responsible compensation experience, including complex compensation programs and structures.
• Compensation leadership experience with enterprise initiatives, cross-functional partnerships, and team or project leadership.
• Experience with mergers and acquisitions, including pay alignment, internal equity analysis, financial modeling, and integration planning.
• Experience with compensation technology, including system design, configuration, testing, implementation, reporting, and data validation.
• Healthcare or other complex, highly regulated industry experience preferred.

Knowledge, Skills & Abilities

• Strong knowledge of compensation strategy, salary structures, job evaluation, market pricing, internal equity, incentives, and pay-for-performance programs.
• Strong analytical and financial modeling skills with the ability to evaluate data, develop cost projections, and make recommendations.
• Knowledge of compensation systems and technology, including reporting, data validation, and implementation.
• Strong communication, consultation, leadership, judgment, and problem-solving skills.
• Ability to lead complex, cross-functional initiatives and communicate recommendations to leaders and stakeholders.
• Knowledge of applicable federal, state, and local compensation laws and regulations.
• Advanced proficiency with Microsoft Excel, Microsoft Office, HRIS, compensation systems, and analytical tools.

Preferred Certification:

CCP (Certified Compensation Professional). PHR, SPHR, SHRM-CP, SHRM-SCP also considered.