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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.
Duke is an Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex (including pregnancy and pregnancy related conditions), sexual orientation or military status.
Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas—an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.
Essential Physical Job Functions:
Certain jobs at Duke University and Duke University Health System may include essential job functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.