Founded in 1906, McLeod Health is a locally owned and managed, not for profit organization supported by the strength of more than 900 members on its medical staff and more than 2,900 licensed nurses. McLeod Health is also composed of approximately 15,000 team members and more than 90 physician practices throughout its 18-county service area. With seven hospitals, McLeod Health operates three Health and Fitness Centers, a Sports Medicine and Outpatient Rehabilitation Center, Hospice and Home Health Services. The system currently has 988 licensed beds, including Hospice and Behavioral Health. The hospitals within McLeod Health include: McLeod Regional Medical Center, McLeod Health Dillon, McLeod Health Loris, McLeod Health Seacoast, McLeod Health Cheraw, McLeod Health Clarendon and McLeod Behavioral Health.  

Director of HR - Compensation

Responsibilities:

Lead the implementation and enhancement of a comprehensive compensation strategy, aligned with healthcare industry standards and organizational goals. Oversee the planning, development, and administration of compensation programs, including base pay, incentives, bonuses, merit increases, and salary reviews. Refine pay scales, job classifications, and salary ranges to ensure market competitiveness and internal equity. Implement and maintain job evaluation, job hierarchy, and job description processes, ensuring alignment with compensation standards. Conduct salary benchmarking and analyze compensation trends to ensure equitable and competitive pay practices. Provide expert guidance to HR and leadership on compensation policies, internal equity, market adjustments, regulatory compliance, new hire offers, and incentive plans. Serve as a subject matter expert in compensation, partnering with HR and leadership to solve compensation challenges and ensure effective communication. Prepare detailed compensation reports for senior management to inform strategic and budgetary decisions. Stay updated on compensation laws and trends to ensure compliance with federal, state, and local regulations, including FLSA, Equal Pay Act, and HIPAA and other healthcare specific regulations. Develop and implement standard operating procedures for compensation processes to ensure efficiency and compliance. Oversee executive compensation and retention strategies, including data analysis for the Governance Committee. Lead communication and education efforts to promote transparency regarding compensation policies and practices across the organization. Utilize data and analytics tools to measure compensation trends and assess the effectiveness of compensation programs. Establish and maintain HR dashboard metrics for key compensation benchmarks. Lead, mentor, and develop a team of compensation analysts, fostering a high-performance culture and professional growth. Serve as a key participant in M&A activities, managing the integration of compensation requirements. Lead compensation-related HR projects and support the design and execution of relevant policies and programs.

Qualifications:

Experience: 

Minimum of 8 years of experience in compensation management, with at least 5 years in a leadership role within a healthcare or large, complex organization strongly preferred In-depth knowledge of healthcare compensation structures, including regulatory requirements and industry standards strongly preferred. Experience working on executive compensation programs and work with the Compensation Committee and executive leadership preferred. Proven people leadership experience and capability in building and leading high-performing teams required. Experience working on executive compensation programs and work with the Compensation Committee and executive leadership.
 

Skills:

Strong knowledge of compensation trends, salary structures, and performance-based pay within the healthcare sector preferred. Advanced analytical skills and the ability to leverage data and benchmarking tools to make informed decisions. Expertise in compensation software and Oracle HCM systems preferred. Excellent communication, negotiation, and interpersonal skills to effectively engage with employees. Master’s degree or professional certification (e.g., CCP – Certified Compensation Professional) preferred.
 

Requirements:
  Degrees: Bachelor's