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Workers Compensation Program Manager Jobs in Michigan

hemlocksem

Compensation Program Manager

Hemlock, MI · On-site

Summary As a Compensation Program Manager , you will play a crucial role in ensuring that our ... Thorough attention to detail when working with data, s, and compensation policies to ensure ...

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Workers' Compensation Claims Handler (In Plant)

Wayne, MI · On-site

$29/hr

Workers' Compensation Claims Handler (In Plant) Primary Workers' Compensation Claims Handler at the Plant with a focus on excellent customer service, quality claims handling, and loss cost management.

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Workers Compensation Program Manager information

What are the key skills and qualifications needed to thrive as a Workers Compensation Program Manager, and why are they important?

To thrive as a Workers Compensation Program Manager, you need expertise in insurance claims management, regulatory compliance, and risk assessment, typically supported by a bachelor’s degree in business, human resources, or a related field. Familiarity with claims management software, OSHA reporting systems, and certifications like ARM (Associate in Risk Management) or WCCA (Workers’ Compensation Claims Administration) are commonly required. Strong analytical skills, attention to detail, and effective communication are essential soft skills for coordinating stakeholders and resolving claims efficiently. These competencies are crucial to minimize organizational risk, control costs, and ensure legal compliance in workplace injury cases.

What are some common challenges faced by Workers Compensation Program Managers, and how can they be effectively addressed?

Workers Compensation Program Managers often face challenges such as balancing cost control with employee advocacy, staying updated on regulatory changes, and managing complex claims efficiently. Effective communication with stakeholders—including employees, insurance carriers, and healthcare providers—is crucial to resolving claims swiftly and fairly. Leveraging data analytics and maintaining up-to-date knowledge of legal requirements can help anticipate issues and streamline processes. Building strong relationships across departments and fostering a culture of safety also contribute to program success.

Can a hernia be covered under workers' comp?

A Workers Compensation Program Manager understands that hernias can be covered under workers' compensation if they result from a work-related injury or strain. Coverage typically depends on medical evidence linking the hernia to the employment activity and timely reporting of the injury. Proper documentation and medical assessments are essential for claim approval.

What profession has the highest workers' compensation rate?

Workers Compensation Program Managers typically work in administrative and managerial roles, but professions with the highest workers' compensation rates often include construction trades, logging, roofing, and roofing contractors due to the high risk of falls, heavy machinery, and physical labor. These high-risk occupations tend to have elevated insurance premiums and workers' compensation rates to cover potential injuries.

What is a compensation program manager?

A workers compensation program manager oversees the administration of workers' compensation insurance programs within an organization. They coordinate claims processing, ensure compliance with regulations, and work to minimize costs while supporting injured employees. Strong knowledge of insurance policies, claims management, and relevant laws is essential for this role.

What is a Workers Compensation Program Manager?

A Workers Compensation Program Manager is a professional responsible for overseeing an organization’s workers compensation program, ensuring compliance with relevant laws and regulations, and managing claims processes. They work to minimize workplace injuries, coordinate employee return-to-work programs, and collaborate with insurance providers, healthcare professionals, and internal teams. Their goal is to protect both the company and its employees by administering claims efficiently, reducing costs, and promoting workplace safety.

What is the difference between Workers Compensation Program Manager vs Claims Adjuster?

AspectWorkers Compensation Program ManagerClaims Adjuster
CredentialsRelevant certifications (e.g., CPCU, ARM), industry experienceAdjuster licenses, insurance certifications
Work EnvironmentOffice-based, management of programs and policiesField or office-based, handling individual claims
Employer & Industry UsageInsurance companies, large corporations, government agenciesInsurance carriers, third-party administrators

The Workers Compensation Program Manager oversees the entire workers' compensation program, focusing on policy development, compliance, and strategic management. In contrast, Claims Adjusters handle individual injury claims, assessing damages and settling cases. Both roles require industry-specific knowledge and certifications but differ in scope and responsibilities.

What is the highest paying manager position?

In the workers' compensation field, the highest paying manager position is typically the Director of Workers' Compensation or Senior Program Manager, with salaries often exceeding $120,000 annually depending on the organization and location. These roles require extensive experience, leadership skills, and knowledge of claims management and regulatory compliance.
What are popular job titles related to Workers Compensation Program Manager jobs in Michigan? For Workers Compensation Program Manager jobs in Michigan, the most frequently searched job titles are:
What job categories do people searching Workers Compensation Program Manager jobs in Michigan look for? The top searched job categories for Workers Compensation Program Manager jobs in Michigan are:
Workers Compensation Program Manager jobs near you
Compensation Program Manager

Compensation Program Manager

Hemlock Semiconductor

Hemlock, MI • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 25 days ago

Hemlock Semiconductor rating

8.9

Company rating: 8.9 out of 10

Based on 17 frontline employees who took The Breakroom Quiz

Job description

Hemlock Semiconductor (HSC) is a leading global provider of hyper pure polysilicon, an essential material used in the semiconductor and solar industries. From smartphones in your pocket to satellites in orbit, our materials play a foundational role in modern technology.
At HSC, employees do work that matters. Team members are part of a safety focused organization that values teamwork, excellence, responsibility and customer focus. Rooted in Michigan for more than 65 years, HSC continues to evolve through innovation, operational discipline and a strong commitment to its people and communities.
This role contributes to HSC's ongoing work and long-term success by supporting teams, processes and priorities that keep operations running effectively.
Summary
As a Compensation Program Manager, you will play a crucial role in ensuring that our organization's compensation practices are competitive, fair, and aligned with business objectives. You will be responsible for conducting data analysis, market research, and internal evaluations to design, implement, and manage effective compensation and total rewards programs. The role involves collaborating with HR, finance, and senior leadership to provide insights and recommendations that support the attraction, retention, and motivation of top talent.
Essential Functions
Compensation Analysis:
  • Conduct comprehensive analysis of compensation data, including salary surveys, market trends, and internal pay structures for salaried and hourly population.
  • Evaluate the competitiveness of the organization's compensation packages and make recommendations for adjustments.

Job Evaluation and Benchmarking:
  • Participate in job evaluation/market processes to determine the relative value of different positions within the organization.
  • Benchmark jobs against industry standards to ensure competitive compensation.
  • Uses job descriptions to assess role scope and requirements, ensuring accurate job evaluation, internal equity, market positioning, and alignment within the job hierarchy.

Market Research:
  • Stay informed of industry trends, labor market conditions, and legislative changes affecting compensation.
  • Stay informed of regional and national data and trends, including merit budget considerations.
  • Analyze survey data to make informed decisions regarding salary ranges, bonus structures, and other compensation components.

Compensation Program Design and Implementation:
  • Collaborate with HR and senior leadership to design and implement effective compensation programs, ensuring alignment with organizational goals and values.
  • Develop and communicate compensation policies and guidelines.

Compensation Administration & Reporting:
  • Complete operational compensation transactions in the HRIS, including data entry of retention bonuses and one-time cash awards.
  • Maintain accurate and up-to-date compensation data in HR systems.
  • Generate regular reports and analyses for senior management, HR, and finance as needed.
  • Present compensation data in a visually compelling and understandable way, using charts, graphs, and dashboards to facilitate decision-making by senior leadership.

Compliance:
  • Ensure compliance with local, state, and federal regulations regarding compensation practices.
  • Stay informed about changes in legislation affecting compensation and provide guidance to ensure compliance.
  • Maintain documentation and audit trails related to compensation decisions, approvals, and system transactions.

Severance Administration:
  • Administer the organization's severance program, ensuring alignment with company policy, legal requirements, and internal governance standards.
  • Partner with HR Business Partners, Legal, and leadership to support severance decisions and provide guidance on program application.
  • Ensure accurate calculation, documentation, and processing of severance packages, including coordination within HRIS and payroll processes.
  • Maintain program documentation, controls, and audit readiness to support compliance and consistency.

Recognition and Rewards:
  • Serve as the operational owner for HSC's employee recognition and career celebration program, ensuring alignment with company values, culture, and performance objectives.
  • Analyze all recognition and rewards for benchmark best practices, make recommendations and lead any changes or updates needed.
  • Manage vendor relationships for the employee recognition platform, service delivery, enhancements, issue resolution, and cost control.
  • Administer and continuously improve the peer-to-peer recognition program, including program guidelines, system configuration, reporting, and employee education.
  • Coordinate and manage the Impact and Continuous Improvement Award programs, ensuring consistent criteria, nomination processes, winner selection, communications and associated administrative activity (i.e awarding points, cash awards, plaques, etc.).

Collaboration:
  • Work closely with HR partners, recruiters, and hiring managers to provide guidance on compensation offers for new hires and promotions.
  • Provide guidance on salary offers and pay changes to ensure alignment with internal equity, market competitiveness, and compensation guidelines.

Additional Duties/Responsibilities:
Incentive Plan Design:
  • Design, implement, and administer incentive and bonus programs to drive performance and align with organizational objectives.

Merit Increase Planning:
  • Develop and manage processes for all components related to annual merit increase planning, considering performance ratings, budget constraints, and market trends. This includes project management of all associated timelines, communications and vendor management.

Customized Analytics:
  • Provide ad-hoc analytical support for various HR and business initiatives, such as workforce planning, organizational restructuring, or talent management.

Training and Education:
  • Conduct training sessions for HR professionals, hiring managers, and employees on compensation-related topics, ensuring a clear understanding of the organization's compensation philosophy and practices and total rewards.

Skills that will set you up for success:
Interpersonal Skills:
  • Ability to collaborate and build effective working relationships with HR professionals, finance, senior management, and other stakeholders.

Attention to Detail:
  • Thorough attention to detail when working with data, job descriptions, and compensation policies to ensure accuracy and compliance.

Problem-Solving:
  • Strong problem-solving skills to address complex compensation issues and provide creative solutions.

Ethical Judgment:
  • Ability to handle sensitive compensation information with discretion and adhere to ethical standards.

Analytical Skills:
  • Ability to analyze and interpret complex compensation data, including salary surveys, market trends, and internal pay structures.

Technical Proficiency:
Familiarity with Human Resource Information Systems (HRIS) and compensation management software for data management and analysis.
Minimum Required Work Experience:
  • 5 - 7 years proven experience as a Compensation Analyst or in a similar role.
  • Strong analytical skills with the ability to interpret and analyze complex data sets.
  • Familiarity with compensation survey data and market pricing techniques.
  • Knowledge of relevant labor laws and regulations
  • Proficient in using HRIS and compensation management software.

Minimum Required Education/Certification:
Required Qualifications:
  • Bachelor's degree in Human Resources, Business Administration, Finance, or a related field.

Preferred Qualifications:
  • Certified Compensation Professional (CCP) designation.

The range for this position is $95,782 - $131,700 assuming full time status. Starting pay for the successful applicant is dependent on a variety of job-related factors, including but not limited to market demands, experience, training, and education. The benefits available for this position are dependent on hours worked and may include medical, dental, vision, 401(k) plan, variable bonus, life insurance coverage, disability benefits, and PTO.
HSC is an equal employment opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, protected veteran status, status as a qualified individual with a disability, marital status, pregnancy, sexual orientation, ancestry, genetic information, or any other characteristic protected by law.
If you are an individual with a disability and you need an accommodation or other assistance during the application process, please call our Human Resources department at:
989.301.5333
or email your request to
G1HSC-HR@hscpoly.com
All qualified applicants are encouraged to apply.
Req No. 1308

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