Job details
Salary $86,613 - $111,725 a year
Full job description
Do you want to make a meaningful difference in the quality of healthcare? omnicell is empowering health systems and pharmacies to radically transform the way they manage medications, so they can achieve the vision of the autonomous pharmacyThousands of hospitals, pharmacies, skilled nursing facilities and care homes trust omnicell to provide continuous innovationThey need us to deliver solutions to meet the ever-evolving challenges of the healthcare landscapeWe encourage creative problem solving and outside-the-box thinking that only a diverse, well-rounded workforce can bring.
Join us as we build on our powerful combination of advanced automation, predictive intelligence, and expert services to create a safer future for patients—one where medication errors are a thing of the pastYou’ll be joining an organization whose culture encourages individual development, rewards intellectual curiosity, and embraces an inclusive environmentJoin our growing company and help shape the future at omnicell!
Executive compensation consultant
This passionate transformer will participate as a lead role in the design, implementation, administration, and communication of all of omnicell’s compensation programsAs a key member of the corporate compensation team, this person will support, initiate and lead design and analytical efforts in executive compensation, incentive design, sales compensation, compensation framework and various initiatives requiring project and program managementThis team member will also play a large role in supporting our compensation strategy by providing ongoing consultation to company leaders and human resources partners to help us attract and retain top talent globallyThis team member will work closely with the compensation and hr leadership to develop compensation programs and practices.
Responsibilities:
Provide multi-faceted analytical, program and project management support on all executive compensation programs:
Produce ongoing analytical deliverables and recommendations regarding the health, relevancy and effectiveness of current programs and the assessment/consideration of introducing market best practices.
Lead the construction of compensation committee materials.
Assist in the construction and delivery of annual proxy and cd&a deliverables.
Lead the annual equity program.
Provide ongoing consultative support directly to and regarding the executive population.
Provide ongoing analytical and consultative support on broad based compensation programs and practices, domestic and internationally.
Work closely with hr and people-management partners to evaluate jobs, build job families and develop competitive compensation packages including base, bonus and the use of long-term compensation vehicles.
Provide analytical and consultative support on the design of programs and processes for sales compensation.
Provide project management leadership in the development and implementation of a career/role/job framework and the associated structures of compensation components.
Provide analytical and thought-leadership support in the development of corporate bonus and recognition programs.
Required knowledge and skills:
Good grasp of business objectives and dynamics.
Demonstrated ability to define and solve practical pay problems.
Demonstrated ability to create accurate, validated exhibits to facilitate decision making.
Strong quantitative, analytical and problem-solving skills.
Advanced knowledge in data analysis and synthesizing large amounts of data to identify trends and issues.
Ability to influence and develop strong and collaborative cross-functional working relationships with multiple partners, including executives, line management, and peers.
Must be organized and possess strong time and project management skills.
Strong microsoft office skills.
Basic qualifications:
Bachelor’s degree
Minimum of 8+ years in a human resource focused role with daily involvement in the compensation function.
Minimum of 3+ years in a role with a primary focus on executive compensation.
Client-facing experience in compensation programs (some or all of: job evaluation and benchmarking; grading / career level structures; base salary architecture design; short- and long-term incentives; equity programs; annual salary increase / bonus payment cycle).
Experience in a high-growth organization with involvement in development or re-development of compensation programs.
Daily experience working with hr technology, data interfaces, and reporting.
Preferred qualifications:
Bachelor’s degree in hr management, finance, accounting or related field.
Familiarity with oracle hcm
Familiarity with marketpay and the use of salary survey management tools.
Certified compensation professional designation
M&a experience preferably from a compensation/hr perspective
Work conditions:
Infrequent travel
Fully remote role
Compensation will vary based on regionFor the state of colorado only, expected pay is $86,613 - $111,725Benefits can be found on www.omnicellbenefits.com.
To protect our employees and those who spend time at our facilities, and as may be required by our customers, omnicell requires most u.sEmployees to be fully vaccinated for covid-19 or obtain an approved exemption from omnicell as an accommodation for a disability or sincerely held religious belief or practice.
#li-ja1 #li-remote
Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this job at any time.
All qualified applicants will receive consideration for employment without regard to race, sex, color, religion, sexual orientation, gender identity, national origin, protected veteran status, or on the basis of disability.
Omnicell will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicantHowever, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor`s legal duty to furnish information.
