Hospital/Facility: Home Office
Location: Dallas, TX
The Parent Company
Tenet Healthcare Corporation, through its subsidiaries, owns and operates acute care hospitals and related health care services across the United States. Effective October 2013 Tenet Healthcare acquired Vanguard Health Systems, becoming the second-largest healthcare company in the United States in terms of revenue and employees. The combined company will have 77 hospitals, 170 outpatient centers, 23,000 affiliated physicians, over 600 Conifer Health Clients, and more than 100,000 employees operating in 43 states. Tenet Healthcare and Vanguard Health Systems have become one company, and we are united by a common purpose — to provide high quality care to people in the communities we serve. And together we have the resources and expertise to meet the healthcare challenges of the 21st century.
We are moving rapidly into a new world, one in which healthcare delivery will be fundamentally different from the past. We are ready for that future. Our caregivers and facilities are providing greater value and a wider range of services, from wellness to primary care to chronic care management, as well as urgent care, advanced diagnostics, outpatient surgery, rehabilitation, and of course, our core service, acute hospital care. Our health plans are providing affordable coverage options for families and employers, and Conifer Health Solutions is helping hospitals, employers and health plans improve the efficiency of their operations and the health of the populations they serve.
We strive also to be known for having exceptional integrity, being an excellent place to work for our employees and physicians, and delivering long-term value for our shareholders. As we seek to improve the quality of patient lives, serve our communities, and provide an exceptional environment for our colleagues and affiliated physicians, we are guided by these five core values. Quality; quality is at the core of everything we do and every decision we make. Integrity; we manage our business with integrity and the highest ethical standards. Service; we have a culture of service that values teamwork and focuses on the needs of others. Innovation; we support a culture of innovation that creates new solutions for our patients, physicians and employees. Transparency; we operate with transparency by measuring our results and sharing them with others.
We recognize that a balanced management approach is critical in achieving our mission, and base our goal and measurement system on a balanced scorecard consisting of five pillars: Service, Quality, People, Cost, and Growth. Our balanced scorecard has been an important part of Tenet’s past success – and will be fundamental to our success going forward. Ethics and Compliance are also key values to our company, and are the foundation to the five pillars.
Additionally, we aim to be recognized – in both word and deed – as a leader in addressing the many difficult issues facing our industry. Our focus on quality is just one example of this commitment. We have also taken strong leadership positions on other health care issues of great importance, including joining ranks with other for profit hospital systems as a part of the Federation of American Hospitals to have a voice on critical issues on Medicare pricing, the uninsured, and quality.
Further, in an effort to provide a healthier, safer and more satisfying work environment for our employees, individuals to whom job offers are extended may undergo nicotine testing as part of the pre-employment process.
Tenet, a publicly traded company listed on the New York Stock Exchange under the stock symbol THC, is one of the largest investor-owned health care delivery systems in the nation with 77 hospitals in 16 states; more than 170 outpatient centers; 20,326 licensed beds; nearly 4 million patients; over 100,000 employees; and $15.4 billion net operating revenues.
The Director, Hospital Compensation reports directly to the Vice President, Field Compensation and Labor Relations.
The Director of Hospital Compensation at Tenet has responsibility for designing and directing compensation programs for non-executive hospital, outpatient and physician staff employees across the enterprise. With a team of managers and analysts, the role ensures that more than $4 billion in wages and incentive pay is leveraged in line with company compensation philosophy and practice to cost-effectively attract and retain employees in both unionized and non-union environments
In addition, the Director of Hospital Compensation is responsible for creating and executing a strategic plan to manage the compensation activities relating to the company’s aggressive acquisition strategy, as well as providing the ongoing support for collective bargaining and administration structure and expertise to ensure that the financial impact of compensation programs, as a result of collective bargaining activities, meet company objectives.
Specific key responsibilities include the following:
Ø With the full understanding of Human Resources and client group leadership strategies, establish department strategy, objectives, key deliverables, timelines, resource requirements, costs and required budgets.
Ø Design, communicate and manage all elements of client group’s base pay programs, including pay structures (grades, job families, job codes, ranges, and rates), merit and market review and adjustment methodology, premium.
Ø Establish/refine annual market survey and vendor strategy, including agreements, invoicing, timeline, usage, matching, data quality assessment, strategy refinement.
Ø Design, communicate and manage all elements of client group’s incentive programs, including rules, eligibility, communication, pool development, interim and final calculations, awarding and payout.
Ø Maintain and promote a service-based culture. Ensure that all department employees understand who their key customers are and are providing service in line with expectations and commitments. Establish objectives and development activities for all staff annually. Evaluate progress and regularly provide feedback and coaching to employees on behavior and progress toward objectives to ensure they are successful.
A competitive compensation program will be tailored to the selected candidate. Base salary will be supplemented by a performance bonus and comprehensive, well-rounded benefits program, which includes relocation assistance.
A Bachelor’s degree in Human Resources, Business or other business-related field is required. A Master’s degree is preferred. Certified Compensation Professional (CCP) preferred.
Minimum of ten years’ experience in a compensation role is required.
At least five years of management experience in large company ($1 billion or greater in annual revenue) responsible for the compensation strategy and the administration of compensation programs, including annual market studies, surveys, job evaluation, merit and incentive pay is required.
Minimum of two years’ experience within the hospital industry is required.
Proven experience administering compensation programs in a unionized environment is required.
Solid experience with acquisition due diligence and integration as it relates to compensation programs and practices is required.
Experience in the development and administration of premium pay and incentive compensation programs is preferred.
Professional Qualifications and Personal Attributes
Excellent written, verbal, and organizational communications skills.
Exceptional ability to build consensus across a wide range of constituents.
Excellent contract development, negotiation and administration capabilities.
Strong ability to manage complex projects utilizing standard project management tools and techniques.
Solid knowledge of MS Office suite of applications required with particular strength in advanced Excel functionality; knowledge of ePRISM a plus.
Excellent ability to lead and motivate direct and indirect teams effectively. Must be able to influence, inspire and guide constituents.
Excellent knowledge of state and national laws that have a bearing on compensation practices including the Fair Labor and Standards Act (FLSA).
Excellent capabilities in job evaluation methodologies utilizing multiple techniques.
Outstanding ability to model compensation scenarios and use analytical techniques including aging, blending and weighting.
First rate capabilities in the successful planning, execution and management of large scale analysis projects.
An individual of highest personal and professional integrity, principle and knowledge, earning respect and support when making difficult decisions and choices.
Excellent at team building and motivating people. Skilled at accomplishing goals through others. Proficient at being a teacher, mentor and coach.
A high-energy individual with a strong work ethic and high expectations for performance. A person who leads by example, and sets strong professional and personal standards for every activity.
Ability to earn the trust of co-workers, maintain confidences, and put the organization’s interest above one’s self.
An individual with a contagious passion for his/her work.
Please apply at email@example.com