Presbyterian Healthcare Services

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at Presbyterian Healthcare Services

Posted: 3/13/2019
Job Status: Full Time
Job Reference #: 19484

Job Description

About Us

Presbyterian Healthcare Services is a locally owned, not-for-profit healthcare system of eight hospitals, a statewide health plan and a growing multi-specialty medical group. Founded in New Mexico in 1908, it is the state's largest private employer with approximately 11,000 employees.


Presbyterian's story is really the story of the remarkable people who have chosen to work here. Starting with Reverend Cooper who began our journey in 1908, the hard work of thousands of physicians, employees, board members, and other volunteers brought Presbyterian from a tiny tuberculosis sanatorium to a statewide healthcare system, serving more than 700,000 New Mexicans.


We are part of New Mexico's history and committed to its future. That is why we will continue to work just as hard and care just as deeply to serve New Mexico for years to come.


Job Description 

* Bachelor Degree

Education specialization:
* Business



Other information:
Bachelors degree in Business Administration, Economics, Finance or Human Resources. Minimum of 2 years of experience with background in compensation. Required computer proficiency skills in MS Office applications with an emphasis on Excel and Access.  Strong analytical decision making skills.


Evaluates and processes all positions throughout PHS for placement in salary structure. Supports the Compensation and Human Resources team in providing guidance to PHS/PHP management and HR Staff on equity placements, reclassifications, new positions, new hire salary placements, pay practices, exemption status, reorganization initiatives, and incentive compensation plans. Administers the Performance Management process. Serves as departmental resource/educator for HRIS issues.


*Advises PHS/PHP leadership, recruiters, HR advisors, and other HR staff on individual and group equity placements, reclassifications, new positions, new hire salary placements, pay practices, exemption status, reorganization initiatives, and incentive compensation plans.

*Evaluates jobs independently based on market data. Compiles, ages, and analyzes market data for compensation action requests and benchmark positions for salary increases. Develops and maintains aging models and calculations. Recommends placement in salary structure for new positions.

*Participates in the analytical process of developing the Salary Structure and Wage Adjustment Recommendation for each business unit. Participates in the planning, costing, and implementation of employee salary increases. Participate in administration of Pay for Performance (PFP) programs.
*Develops and maintains job profiles. Reviews and approves job profile modifications as submitted by management. Coordinates with recruiter and manager to develop and/or modify minimum qualifications of positions. Educates management and HR staff on job profile content development.

*Serves as departmental resource and educator for HRIS queries, PC Link downloads, Access design and development, Excel spreadsheets and graphs. Serves as liaison with information services staff in resolving programming and related problems. Recommends new equipment or software in support of human resources objectives.

*Develops and maintains documents for publishing in online HR Document Library. In collaboration with IS Web Team, designs WebPages, graphics, and relevant links for Compensation and Performance Management resources.

*Reviews pay programs and recommends new strategies, pay programs and incentive plans appropriate for various positions within each business unit.
*Researches external market for skills, knowledge and demographic changes and recommends approaches in maintaining a competitive advantage for PHS. Evaluates market and economic trends to recommend ranges, adjustments and hiring rates for salary structures and individual rates as requested.

*Conducts studies and compiles statistics such as turnover rates, hiring and merit increase averages to identify problems in compensation policies and practices

*Represents the Human Resources department at committee, task group, and departmental meetings. Works on related assignments and projects. Interacts with various levels of leadership, professionals, and employees.

*Analyzes company compensation policy, government regulations concerning payment of minimum wages and overtime pay in order to comply with legal requirement.

*Maintains established compensation policies and procedures guidelines and updates when necessary. Resource for organization in compensation policy and provides support for supervisors in human resource issues. 

*Continually supports the Vision, Values, Purpose and Strategies of PHS. Maintains a professional standard in communicating with all customers, internal and external.

*Conducts and completes external market surveys. Builds Access queries to extract data necessary for completing external salary surveys.

*Continually evaluates and recommends new methods to attract, retain and motivate PHS employees.

*Serves as a team member of an HR consultant & business partner triad in support of the business units consisting of dedicated employee relations, compensation analyst and recruitment specialists.

*Proactively identifies gaps in customer expectations versus actual service levels, works collaboratively to implement service improvements, and has defined processes and practices for managing customer expectations and service delivery.

*Fully knowledgeable of business challenges, issues and priorities for assigned areas including but not limited to: strategic plans, staffing levels, turnover, employee satisfaction/dissatisfaction, staff and management training needs, recruitment plans/needs, industry trends and key competitors, and actively partners with the customer group and business unit in problem-solving, understanding the implications, and enabling achievement of customer group and business unit goals.

*Regularly monitors and provides analysis of key HR statistics, data, trends, and best practices for their customer group with regular formal reporting to assist the customer group in making data driven human resource decisions and for more effective planning.

*Relationship builder with a proactive, can-do, agile, and sense of urgency approach to meeting the business needs and promoting how HR expertise can contribute to business objectives.

*Performance assessed in part on how well they have been a consultant and business partner to their customer group and directly impacted the business unit/customer group in achieving specific business unit goals.




Benefits are effective day-one (for .45 FTE and above) and include:

  • Competitive salaries<\>

  • Full medical, dental and vision insurance<\>

  • Flexible spending accounts (FSAs)<\>

  • Free wellness programs<\>

  • Paid time off (PTO)<\>

  • Retirement plans, including matching employer contributions<\>

  • Continuing education and career development opportunities<\>

  • Life insurance and short/long term disability programs<\><\>


    About New Mexico

    New Mexico's unique blend of Spanish, Mexican and Native American influences contribute to a culturally rich life>Santa Fe's artists, and you get an eclectic mix of people, places and experiences that make this state great.


    Cities in New Mexico are continually ranked among the nation's best places to work and live by Forbes magazine, Kiplinger's Personal Finance, and other corporate and government relocation managers like Worldwide ERC.


    New Mexico offers endless recreational opportunities to explore, and enjoy an active life>

    Albuquerque, NM.  Relocation Available


    AA/EOE/VET/DISABLED. PHS is a drug-free and tobacco-free employer with smoke free campuses.



Application Instructions

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