WAGE & SALARY GENERALIST

2. Adheres to all hospital policies, procedures, rules and regulations, including but not limited to, absenteeism, ETIME, cellular telephone usage, dress code and rules of conduct.

3. Makes Customer Service a priority, treating customers (patients, visitors, and co-workers) in a professional manner exercising courtesy and tact. Effectively communicates with patients and others about SBH services in their area(s) of expertise or responsibility and ensures that concerns, questions or issues reach the right person(s) in SBH in a timely fashion.

4.  Processing and documenting all staffing, salary and employee status changes on Personnel Action Forms.

5.  Communicating relevant salary information and Hospital policy to St. Barnabas personnel.

 

6.  Coordinate in placing all new employees on payroll in conformity with existing salary scales and Union contracts.

 

7.  Processing and documenting all across the board union and non-union wage increases in compliance with contract stipulations.

 

8.  Liaison between Human Resources and all Departments in the Hospitals.

 

9.  Performing a variety of audits to ensure that employee data on the payroll system is accurate and current.

 

10.  Personnel and Payroll reports (i.e. experience/educational differential, uniforms, turnover, EEO and salary adjustment, etc.)

 

11.  Monthly processing and documenting of uniform allowances, experience differentials, evaluations and year end increases.

 

12.  Coordinate in completion of projects and workload with team. .

 

13.  Reviews and audits workload 

 

14.  Oversees the maintenance of all existing Job Descriptions and meets with Department Heads on an annual basis to revise if necessary.

 

15.  Assisting VP and Assistant Director with miscellaneous projects as they arise.

 

16. 

 

     

 

The above statements reflect the general duties considered necessary to describe the principle functions of the job as identified, and shall not be considered as a detailed description of all work requirements that may be inherent in the job.

 

 

1. Education Required - B.A/B.S. degree or equivalent education preferred in Human Resource Management, Business or Economics.
2. License(s) Required - None
3. Experience/Skills Required -

• Strong attention to detail and systematic adherence to control systems.
• Proficiency in math and computer literacy in Excel and Microsoft Word.
• Above average analytical and communication skills.
• Ability to perform repetitive tasks without loss of accuracy.

 

 

1. Education Required - B.A/B.S. degree or equivalent education preferred in Human Resource Management, Business or Economics.
2. License(s) Required - None
3. Experience/Skills Required -

• Strong attention to detail and systematic adherence to control systems.
• Proficiency in math and computer literacy in Excel and Microsoft Word.
• Above average analytical and communication skills.
• Ability to perform repetitive tasks without loss of accuracy.

 

 

The above statements reflect the general duties considered necessary to describe the principle functions of the job as identified, and shall not be considered as a detailed description of all work requirements that may be inherent in the job.

 

 

1. Education Required - B.A/B.S. degree or equivalent education preferred in Human Resource Management, Business or Economics.
2. License(s) Required - None
3. Experience/Skills Required -

• Strong attention to detail and systematic adherence to control systems.
• Proficiency in math and computer literacy in Excel and Microsoft Word.
• Above average analytical and communication skills.
• Ability to perform repetitive tasks without loss of accuracy.

Minimum of 7–10 years of progressive experience in compensation, wage and salary administration, HR operations, or related human resources functions.

 

Minimum of 5 years of experience administering compensation programs within a complex healthcare environment preferred.

 

• Demonstrated experience interpreting, administering, and implementing collective bargaining agreements and Memoranda of Agreement, particularly compensation and economic provisions.
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• Extensive experience developing, maintaining, and administering union and non-union wage structures, salary schedules, pay grades, and compensation programs.
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• Experience administering non-merit-based compensation structures, including contractual wage scales, step progressions, longevity increases, fixed salary schedules, and position-based pay systems.
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• Demonstrated experience conducting salary analyses, market benchmarking, job evaluations, internal equity assessments, and wage compression reviews.
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• Experience with collective bargaining cost projections, wage modeling, and financial impact assessments of proposed contract provisions.
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• Experience overseeing compensation-related payroll transactions, salary adjustments, retroactive payments, differentials, and contractual wage implementations.