Overview

The HR Operations & Compensation Specialist is responsible for managing and optimizing recruitment operations, workforce systems, and compensation administration to ensure efficient, compliant, and data-driven hiring and pay practices. This role serves as a subject-matter expert in recruitment workflows, applicant tracking systems (ATS), job evaluation, and wage/salary administration while supporting hiring managers, recruiters, and leadership without direct people management responsibilities

Responsibilities

Recruitment & Talent Acquisition Operations

• Manage and continuously improve end-to-end recruitment processes, workflows, and hiring practices.
• Maintain and administer the Applicant Tracking System (ATS), including data integrity, reporting, audits, and system troubleshooting.
• Support implementation and optimization of recruitment and HR systems.
• Prepare recruitment metrics, workforce reports, and compliance documentation.
• Train hiring managers and recruitment staff on hiring processes, systems, and best practices.
• Ensure recruitment activities comply with labor laws, internal policies, and equitable hiring standards.

Compensation & Job Classification Administration

• Assist in the administration of wage and salary policies, procedures, and pay plans.
• Analyze job descriptions and performance evaluations to ensure internal equity, policy adherence, and legislative compliance.
• Review, update, and maintain job descriptions and related documentation; maintain electronic job records.
• Maintain performance evaluation systems, including templates, schedules, notifications, and evaluation dictionaries.
• Conduct and participate in wage and salary surveys; prepare market pricing, salary survey summaries, and competitive analyses.
• Prepare cost analyses for pay grade adjustments and assist with market and equity-based compensation proposals.
• Participate in the annual payroll budget preparation process, including merit and hiring increase analyses.
• Calculate and process incentive pay and special compensation payments as required.

Compliance, Audit & Risk Management

• Ensure compliance with federal, state, and local employment and wage legislation.
• Avoid legal challenges by monitoring regulatory changes and enforcing compliant compensation and hiring practices.
• Investigate employee and management compensation-related concerns using critical thinking and data analysis to recommend solutions.

Process Improvement & Stakeholder Support

• Participate in ongoing process improvement initiatives related to recruitment, compensation systems, and program compatibility.
• Attend required meetings and serve on committees as assigned.
• Maintain current job knowledge through professional development, continuing education, and industry networking.

DCH Standards:

• Maintains performance, patient and employee satisfaction and financial standards as outlined in the performance evaluation.
• Performs compliance requirements as outlined in the Employee Handbook
• Must adhere to the DCH Behavioral Standards including creating positive relationships with patients/families, coworkers, colleagues and with self.
• Requires use of electronic mail, time and attendance software, learning management software and intranet.
• Must adhere to all DCH Health System policies and procedures.
• All other duties as assigned.

Qualifications

B.S. degree required, preferably in business OR five (5) years of progressively responsible HR experience, including:  talent acquisition or recruitment operations, HR/workforce operations or compensation support, ATS/HRIS administration, compliance with employment and wage laws, strategic initiatives. Three years professional experience in compensation/payroll field preferred. Excellent mathematical skills required.  Must have the ability to apply logic and statistics to analyze and recognize trends.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.  To perform this job successfully, an individual should have knowledge of word processing, spreadsheet and presentation software. Must be able to read, write legibly, speak, and comprehend English.

Working Conditions:

Physical

Physical presence onsite is essential.  Sedentary Work (see Physical Demand Definitions from the Dictionary of Occupational Titles (Department of Labor)). Ability to lift and carry objects of up to 15 lbs.   Good manual and finger dexterity.  Hearing and vision must be normal or corrected to within normal range.  Able to perform the duties with or without reasonable accommodation. 

Psychological

Frequent contact with others: deals with internal and external customers, face-to-face discussions, email and telephone communications.  Possible dealings with unpleasant or angry people, public speaking, and conflict situations/resolution.