• Consults with HR and other Owens & Minor clients to identify compensation-related issues, researching, recommending, and implementing solutions, and auditing/monitoring business impact. • Performs job analysis, develops job descriptions, conducts competitive market analysis, and completes salary surveys. • Researches and utilizes market data to create alternatives and recommendations to ensure market competitiveness of compensation programs. • Audits salary administration programs to ensure uniform and consistent application and adherence to legal/regulatory requirements. • Performs duties and analysis supporting the design, development, implementation and audit of Owens & Minor Total Compensation programs. • Assists with the development of a total compensation philosophy and framework (base pay, incentives, bonuses, sales compensation, etc.). • Researches, analyzes, formulates, and recommends modifications to compensation programs/policies/procedures, ensuring internal and external equity, promoting performance incentives, improving administrative efficiency and ensuring legal compliance. • Provides ongoing analysis (compa-ratio, compression, year-to-date program costs, etc.) to determine the effectiveness of compensation strategies. • Oversees the administration of teammate compensation for assigned company operations. • Prepares compensation recommendations (new hires, promotions, etc.), ensuring equity and regulatory compliance. • Provides interpretation and guidance concerning wage and salary policies/procedures and related laws to HR and operations management. • Acts as a technical expert/consultant to management regarding hiring/promotional rates, special adjustments, bonuses, and all other compensation-related issues. • Partners with clients to prepare job descriptions in standardized form, and recommend job leveling using job evaluation and market pricing techniques. • Audits job descriptions to ensure they are current and accurate. • Evaluates and compares existing company total compensation programs with competitors through benchmarking, surveys, and other information sources. • Analyzes results of surveys and develops specific recommendations for review by management. • Engages in both intra-departmental and cross-functional compensation projects (incentives budgeting, merit planning, survey management/participation, internal/external auditor coordination, etc.). • Partners with HRIS team in the development of compensation reports and system maintenance (updating job ranges, grades, titles, EEO codes, etc.). • Audits HRIS system to ensure accuracy of compensation-related issues. • Ensures compliance with provisions of state and federal governmental regulations (OFCCP, FLSA, FMLA, ERISA, COBRA, HIPAA, PPACA, IRS/SEC, etc.). • Reviews and analyzes changes to state, federal, and international laws pertaining to compensation. • Reports necessary or suggested changes to management. • Performs additional duties as directed.