Benefits, Compensation, Compensation-Executive, HRIS, Total Rewards
4 Year Degree
The Associate Vice-President, Total Rewards and HR Systems will be responsible for strategy and oversight in establishing and maintaining philosophy, practices, and overall effectiveness of MCW’s Total Reward programs, encompassing Executive, Advanced Practice Provider and Staff Compensation, as well as Benefits, Wellbeing and Retirement. As an integral member of the HR Leadership team, the AVP will have focus on constant innovation to ensure that our compensation and benefit programs and HR Technologies remain competitive, sustainable, scalable, and positively impact the institution. This position will develop and implement a Human Capital Technology and Data Analytic strategy and roadmap that supports a best in class HR Information System (HR Systems) and technology infrastructure. Develop predictive analytic concepts, models, and integrated business processes which drive actionable outcomes and frontline decision making. Drive short- and long-term data driven Total Reward and HR Systems strategies that are both supportive and flexible in making a positive impact for MCW departments and in line with overall MCW business goals. Provide leadership, vision and management for Human Resources Total Rewards philosophy implementation and administrative infrastructure.
Direct the implementation and interpretation of established compensation policies and procedures throughout MCW that ensures consistency, resulting in a climate of trust, fairness, and employee satisfaction.
Oversee the analysis of market survey data and area differentials, total rewards, recognition, and supplemental pay programs.
Leverage advanced understanding of market data methodology and compensation principles preparing results and identifying potential trends.
Collaborate with key business leaders throughout MCW to implement and maintain consistent, accurate and timely faculty and staff compensation consultation.
Establish MCW-wide annual compensation administration guidelines and processes and ensure compliance. Partner with the Budget Office during departmental budget preparation for upcoming fiscal year. Effectively communicate market data, trends and/or projections to senior management.
Serves as a strategic consultative advisor to members of the Institutional Compensation Committee and the Executive Compensation Committee on matters of staff and executive compensation.
Provide support and analysis and assist in the preparation of the Board of Trustee Compensation Committee materials.
Design approaches utilizing predictive analytics to improve benefit plan design, cost management strategies, compensation decisions, workforce planning, talent development and other HR/OFA strategic initiatives. Develop an analytics service team enabled to provide data driven perspectives to reduce decisions latency.
Lead the development of strategic HR System initiatives, oversee the creation and execution of project plans to support HR project initiatives. Partner with Information Systems and other functional teams to integrate and leverage HR Technology to achieve organizational objectives.
Continue to enhance reliability of HR data. Establish a “Single Source of Truth” data integrity and work with other business units on accessing HR data regularly and accurately through best in class tools.
Lead the development, implementation, and evaluation of related projects and systems implementations. Actively participate in and manage acquisition projects with respect to HR systems, records and reporting.
Oversee the development and management of long-term vendor partnerships, including Oracle, to ensure the highest quality service and operational efficiency while responsibly managing costs. Applicable programs may include: performance management, open enrollment, annual merit increase and applicant tracking processes.
Oversee the development and administration of employee benefits programs to ensure plans are adjusted to correspond with state and federal laws, market, and participant access behaviors.
Oversee the review, communication, and implementation of the annual benefit programs open enrollment process and the annual total compensation review.
Develop, communicate and administer competitive total rewards strategies, including compensation, benefits, retirement, and other work experience programs such as wellness, paid time off, leaves, etc., that are cost effective and consistent with labor market trends and organizational objectives.
Ensure compliance with all governmental regulations related to compensation and benefits programs.
Resolve disputes and communicates with business leaders in cases that cannot be routinely handled by members of the benefits, compensation and HR systems team.
Build strong working partnerships with other HR team members, Finance, Practice leadership, and functional leadership to ensure the effective implementation of benefits and compensation policies and programs.
Develop and maintain a network of outside contacts including consulting firms, advisors, best practice leaders and constituent Academic Medical Centers. Maintain an active presence in corresponding AAMC or professional associations through presentations, committee membership or other venue to provide input.
Encourage the professional development of direct reports through mentorship and collaboration.
Perform special assignments as directed by the Vice President, Chief People Officer, or other members of senior management.
Knowledge – Skills – Abilities
Is respectful, honest and demonstrates integrity and ethics.
Listens effectively, shares ideas and information openly and facilitates relationship building by establishing trust.
Strong analytical thinker. Data centric.
Possesses initiative, good judgment and the ability to problem solve.
Possesses strong business acumen with proven experience in thinking strategically and implementing tactically.
Has handled demanding workloads to meet objectives.
Is customer focused/service oriented, and has effectively affected change.
Works effectively with physician leaders.
Makes tough decisions when needed.
Is able to make decisions under conditions of high uncertainty/ambiguity.
Keeps up to date with leading edge developments in technology and the industry.
Creates a vision for the future that reflects his/her understanding of the changing marketplace and can create competitive advantage.
Ability to maintain confidences.
Ability to perform effectively in a stressful environment.
Demonstrated leadership ability.
Ability to work and communicate successfully with all levels of internal and external contacts.
Ability to communicate orally and in writing clearly and logically.
Ability to foster and maintain solid working relationships.
Ability to effectively plan and organize projects impacting the work of others.
Minimum Required Experience: 10 years human resources experience including compensation, benefits, and/or HR systems operational experience, minimum 5 years in a leadership capacity. Experience in a large, decentralized organization strongly preferred. Extensive understanding of the complex and competitive environment of the academic health care systems preferred.
Employer will assist with relocation costs.
About Medical College of Wisconsin
[11:13 AM] Curwick, Amanda
Every great life-changing discovery begins the same way—with new knowledge. It can change everything, from a single life to the future of entire communities. That’s why academic medicine, and the continuous pursuit of knowledge, is at the center of everything we do. The Medical College of Wisconsin brings a synergy between the best medical education, research and patient care. Tomorrow’s discoveries happen right here alongside the very people who bring those lessons to our students. Every bit of knowledge, and every advancement, provides our students with an unprecedented, collaborative learning environment, and helps improve the vitality and care of our communities.