Dignity Health

  • Manager of Compensation

    Job ID
    Employment Type
    Full Time
    Talent Acquisition
    Hours / Pay Period
    Dignity Health
    San Francisco
    Standard Hours
    Mon-Fri (8-5PM)
  • Overview

    Dignity Health, one of the nation’s largest health care systems, is a 22-state network of more than 9,000 physicians, 63,000 employees, and 400 care centers, including hospitals, urgent and occupational care, imaging and surgery centers, home health, and primary care clinics. Headquartered in San Francisco, Dignity Health is dedicated to providing compassionate, high-quality, and affordable patient-centered care with special attention to the poor and underserved.  In FY17, Dignity Health provided $2.6 billion in charitable care and community services. For more information, please visit our website at www.dignityhealth.org. You can also follow us on Twitter and Facebook.


    Position Summary: 

    The Compensation Manager coordinates and then manages the development, implementation, maintenance and communication of the organization’s compensation programs, policies and processes. Oversees the analysis of budgets and plans within various pay programs. Works within the stated guidelines that are set by the VP, Total Rewards.


    Core Duties:

    • Advises senior management on aligning the pay programs, policies and procedures with organizational goals; implementing creative solutions to specific comp-related programs.
    • Ensures the effectiveness of existing compensation practices and regulations compliance, making timely revisions when needed, and keeping senior staff informed of any updated policies.
    • Oversees the data within the HRIS to ensure the accuracy of compensation information including incentive calculations, approvals for award payments, and payment records.
    • Manages related staff to ensure the accuracy of compensation information including incentive calculations, approvals for award payments, and payment records.
    • Keeping the organization’s mission, vision and values at the forefront of associate decision making and action.
    • Ensuring that the patient perspective is a driving force behind our actions and business decisions; crafting and implementing service practices that meet patients' and own organization’s needs. (Focus also includes internal and external customers)
    • Demonstrates breadth and/or depth of professional/technical skills and capabilities required for position; shares knowledge; sets or contributes to the Company’s direction within area of expertise.
    • Interacting with others in a way that gives them confidence in one’s intentions and those of the organization.
    • Manages collaboratively and coaches others to achieve optimal performance; delegates effectively; praises/rewards contributions; defines clear roles and responsibilities; sets goals and leads initiatives; adjusts plans as necessary.
    • Sharing authority and responsibility with others to move decision making and accountability downward through the organization enabling individuals to stretch their capabilities and accomplish the business unit’s strategic priorities. Applies influence based on professional skill and experience.
    • Understanding of how to anticipate, recognize, and deal effectively with existing or potential conflicts at the individual, group, or situation level; ability to apply this understanding appropriately to diverse situations.



    Minimum Qualifications:

    • Minimum of five (5) years progressive compensation or analytics experience with at least three (3) years managing people or complex projects/processes.
    • Bachelor's degree or a combination of education and/or additional job related experience in lieu of the degree.
    • Certified Compensation Professional (CCP) is preferred.

    Preferred Qualifications: 

    • Knowledge of the decision-making process and associated tools and techniques; ability to accurately analyze situations and reach productive decisions based on informed judgment.
    • Understanding of the importance of "big picture" thinking and planning and ability to apply organizational acumen to identify and maintain focus on key success factors for the organization.
    • Knowledge of the concepts, tools and techniques for effective listening and communicating; ability to apply these theories to receive, transmit and accurately interpret information and ideas to influence others in various situations.
    • Knowledge of and ability to design, implement and evaluate compensation programs, policies and processes within an organization.
    • Knowledge of salary planning tools and methods, job evaluation techniques, and market salary trends; ability to design and implement salary programs.
    • Knowledge of incentive planning tools, techniques and procedures; ability to develop and implement incentive and rewards programs.
    • Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside own organization.





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