Kiara Gupta· Compensation Analyst, Orchard & Vine
Posted in New Member Welcome ·
I manage benefits for a hospital system in Ohio with about 9,000 employees: health plans, retirement, leave and the wellbeing programme. I know that world thoroughly.
Our total rewards director wants the benefits and compensation teams to cover for each other, and from next quarter I will be sitting in on market pricing reviews. In twelve years I have never had to explain why a range is the width it is or how a job gets its grade, and I have nodded through more meetings than I would like to admit.
So I am here to learn pay from the beginning. In return, ask me anything about plan design or open enrolment.
5 helpful · 3 insightful · 5 agree · 3 replies · 265 views · 3 following
Sales Compensation Manager, Aurora Hospitality
Welcome. The honesty helps, and you are in good company: plenty of compensation people could not explain how a health plan is priced.
A starting point for ranges: most are built around a midpoint taken from market data, with the minimum and maximum set a fixed percentage either side. A 50 per cent spread means the maximum is 1.5 times the minimum. The rest is detail.
Grace MoreauWWP
Compensation Consultant, Fairlead Shipping
I went the other way, pay into benefits, at a hospital group in Ontario. What helped was sitting beside an analyst while they priced three jobs from start to finish: a nurse, a finance manager and something odd with no clean match. An hour each. Ask for that before your first review meeting.
Compensation Consultant, Qasr Holdings
