Program Manager - Total Rewards

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Position Overview

The Performance Management and Total Rewards Specialist is responsible for developing, leading, and supporting key compensation and performance initiatives across the organization. This role ensures the effective execution of pay-for-performance programs, oversees leadership compensation administration, and maintains special pay policies. The specialist collaborates with cross-functional teams and provides technical guidance, ensuring compliance and alignment with organizational objectives.

Key Responsibilities

Performance Management:  60%

• Develop and lead the organization's performance management and pay-for-performance initiative, driving alignment between employee rewards and organizational goals.


• Provide programmatic support for the Performance Management program, including technical assistance for performance evaluations.


• Partner with Rewards & Recognition (R&R) during the salary setting process to ensure transparency and fairness.


• Deliver leadership education, change management strategies, and communication planning to support program adoption.

Leadership Compensation Administration:  15%

• Prepare and distribute board materials related to compensation and execute board-approved actions.


• Coordinate with executive recruitment for onboarding, ensuring smooth integration of new leaders.


• Lead participant activities and annual review programs, including 360-degree reviews and renewals.


• Oversee annual leader incentive programs, including calculations, preparation, and communications.


• Advise on leader role structures, including salary offers and program participation levels.


• Collaborate with Rewards & Recognition to develop and maintain executive role architecture, ensuring appropriate relationships and position levels.

Total Rewards:  15%

• Serve as a resource for administrative and programmatic assistance in executing new total rewards plans.


• Develop communication tools and schedule programmatic needs for total rewards initiatives.


• Support HR Business Partner (HRBP) training for compensation submissions.

Special Pay Policies (DUHS):  10%

• Partner with operational leaders to design and maintain special pay policies, such as staffing incentives and time-based programs, for DUHS.


• Communicate premium pay rates and policies to University Rewards & Recognition, Talent Care Center, and Payroll.


• Establish and maintain timelines for reviewing special pay programs, making recommendations to maintain, update, or retire each program.

Minimum Qualifications

Education

Work requires skills that are generally acquired through the completion of a Bachelor's degree in Human Resource, Business Administration, or related field.

Experience

Work requires the ability to plan and administer programs and direct program activities within a specific functional area, generally acquired through four years of related experience. 5 years of experience (preferred)  in Human Resources with significant experience with Compensation and Performance Management administration or a combination of education and experience sufficient to meet to the relevant experience and competencies provided below.  Experience working in an academic medical center or health system is strongly preferred.

• Extensive knowledge of compensation and performance management programs.


• Experience comprehending, interpreting, and appropriately applying the sections of applicable laws, guidelines, regulations, ordinances and policies.


• Experience in change management, leadership education, and communication planning with strong collaboration and partnership skills


• Ability to provide technical assistance and programmatic support for performance evaluation processes.


• Excellent organizational skills for scheduling, program management, and policy administration.


• Experience with project management including the ability to develop, communicate, maintain, and execute project timelines and deliverables.

Work Environment 

The specialist will work collaboratively across departments, including HR, Rewards & Recognition, Payroll, Talent Care Center, Talent Acquisition, and many Executive and Operational leaders. Occasional evening or weekend work may be required to meet program deadlines or support board activities.