Onboarding Program Manager Jobs in Raleigh, NC (NOW HIRING)

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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.

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.

Work requires skills that are generally acquired through the completion of a Bachelor's degree in Human Resource, Business Administration, or related field.

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.

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.