Scott Lubell

Current

Sr. Compensation Consultant at Children's Hospital Boston

Past

Sr Compensation Consultant at UMass Memorial Medical Center
Compensation/HRIS Manager at St. Joseph Health Care of Rhode Island
Senior Compensation Analyst at WR Grace

Compensation Consultant (contract position) at Boston Scientific
Compensation/HRIS Consultant (contract position) at Intl.com (acquired by LiOnbridge)
Compensation/HRIS Manager at The Frontier Group
Sr. Compensation Consultant at Children's Hospital Boston
Recruiter/Senior Recruiter at S&C Technical Temporaries

see less...

5 more...

Education

Michigan State University
University of Maryland College Park

Connections

39 connections

Industry

Human Resources

Scott Lubell’s Summary

Experienced Compensation/HRIS professional with expert compensation data development and management skills. Experienced in local and regional market pricing, sales incentive program development and implementation, union contract costing, international job leveling, bonus administration, HRIS systems assessment, development and implementation job evaluation, and the fundamentals of executive compensation. Highly skilled in the use of MS Office Suite particularly Excel and Access. In-depth knowledge of federal and state employment law including FLSA

Scott Lubell’s Specialties:

Advanced Data Analysis using Excel and Access for budget and negotiation support. Presentation of Compensation data to senior leadership, management, union representatives and staff. Training of Compensation and Employment Staff.

Scott Lubell’s Experience

Sr. Compensation Consultant

Children's Hospital Boston

(Non-Profit; Hospital & Health Care industry)

November 2009 — Present (5 months)
Sr Compensation Consultant

UMass Memorial Medical Center

(Non-Profit; Hospital & Health Care industry)

June 2004 — August 2009 (5 years 3 months)

UMASS MEMORIAL HEALTHCARE, Senior Compensation Consultant 2004 – 2009
• Developed flexible proposal costing models that allow for on the fly “what if?” scenario modeling.
• Designed user-friendly experience and pay calculation system for the Employment staff to ensure pay consistency using Excel’s vlookups, data validation and nested if statements. The system produces legally defensible pay determinations and a permanent record on a standard Access form.
• Created comprehensive information sets to assess requested market adjustments. Developed market analyses in table and chart form displaying all available base pay labor market data against internal pay distribution patterns, turnover, shift, vacancy, time-to-fill, per diem staffing, market shift differential and pay code data..
• Developed market-based pay structures for non-union, non physician staff.
Compensation/HRIS Manager

St. Joseph Health Care of Rhode Island

(Hospital & Health Care industry)

March 2002 — April 2004 (2 years 2 months)

• Developed HR MS Access database as a platform for reporting and employee form generation from mainframe computer, significantly increasing the availability of detail and summary information.
• Designed and presented comprehensive information to Senior Management to identify jobs most urgently needing market increases in a general wage freeze environment. Reduced non-union pay increase budget by two thirds without an increase in turnover.
• Identified key turnover issues leading to the development of focused retention programs.
• Supported successful union negotiations with key employee demographic findings, multi-year wage and benefit costing models and scenarios.
• Participated in surveys, ensured compliance with state and federal laws including FLSA. Successfully responded to on-site Department of Labor inspection.
• Chaired HR/Payroll Software selection committee.
• Successfully represented HRIS to the Joint Commission in an accreditation audit.
Senior Compensation Analyst

WR Grace

(Public Company; GRA; Chemicals industry)

February 2000 — February 2002 (2 years 1 month)

• Collaborated with Sales Management to develop new quarterly sales incentive programs to align with corporate sales goals. Worked with management to develop consistent reward strategies worldwide.
• Developed the company's first international employee database using MS Access. Initiated effort to migrate database to SQL with secure worldwide intranet availability. Collaborated with HR and Information Systems team to develop and migrate data and roll out application.
• Managed conversion of all U.S. based jobs from grade based to broadbanding/market-pricing. Developed tools to automate market pricing, data aging, apply job and employee level analysis, and facilitate ongoing survey reporting.
Compensation Consultant (contract position)

Boston Scientific

(Public Company; BSX; Medical Devices industry)

October 1999 — February 2000 (5 months)

1999 – 2000
Coordinated the response and analysis of company-wide job benchmarking and job code rationalization project. Prepared analysis of executive compensation. Participated in the development of a presentation of proposed stock option awards to the Board of Directors.
Compensation/HRIS Consultant (contract position)

Intl.com (acquired by LiOnbridge)

(Translation and Localization industry)

July 1999 — October 1999 (4 months)

• Developed the implementation rollout of a unified pay structure for newly acquired companies. Ensured proper classification of jobs and equitable pay amongst employees. Developed interim HR database using Access and Excel for analysis.
Compensation/HRIS Manager

The Frontier Group

(Hospital & Health Care industry)

September 1995 — July 1999 (3 years 11 months)

Information Systems Project Manager, 1999
• Managed the implementation of automated time clocks throughout the business. Communicated criteria for success to the vendor and ensured product functionality. Acted as a liaison between the implementation sites and the vendor to ensure product success and customer acceptance.

Database Manager, 1997 – 1999
• Coordinated and supported the implementation of an integrated database.
• Wrote ISQL reports to provide customized reporting to management and users company-wide. Led committee efforts to analyze and improve data integrity. Led data correction efforts using Access, ISQL, and spreadsheet tools.
• Implemented the company’s first Help Desk. Provided call support during deployment of software modules to 300+ users.

Compensation/HRIS Manager, 1995 – 1997
• Independently designed, developed, and implemented the company’s first classification system. Set up the HR module of the payroll system to facilitate compensation analysis and planning. Initiated wage and salary analyses and developed market-based compensation system for the business.
• Designed and wrote job descriptions to conform to ADA and Joint Commission criteria. Implemented processes to facilitate compliance with EEO and FLSA regulations. This was accomplished while the company grew from 1100 to over 3000 employees.
• Analyzed market information and developed recommendations for the company's $75M salary budget. Developed complex spreadsheet methodology to forecast labor costs over several years. Integrated new companies into the corporate classification and compensation structures. Developed turnover reporting process.
Sr. Compensation Consultant

Children's Hospital Boston

(Non-Profit; Hospital & Health Care industry)

April 1987 — October 1995 (8 years 7 months)

Senior Compensation Analyst, 1993 – 1995
• Participated in the design, development, and implementation of a new classification and compensation system for over 3700 employees.
• Conceived and implemented a data management system to link the job classification system (FoxPro-based), with spreadsheet and HRIS through Access. This automated the sharing of data among systems. Led efforts to improve the Boston Teaching Hospital Survey.
Compensation Analyst, 1989 – 1993
• Administered the Hospital's compensation and classification plans. Determined position classifications based on point factor and comparative job analysis. Made recommendations on market, equity and policy issues. Designed complex workforce analyses and adverse impact spreadsheets for EEO/Affirmative Action reporting. Trained managers and supervisors on a new performance management system.
• Developed a new classification and compensation structure for a department. Conceived and designed a spreadsheet that modeled department-wide equity adjustments and hiring guidelines. Drafted a criteria-based performance evaluation manual.

Employment Representative, 1987 – 1989
• Recruited professional, technical and administrative personnel. Facilitated orientation sessions. Counseled managers and employees on employee relations matters.
• Developed a technical research application that facilitated the recruitment of research applicants. Gained wide recognition for my knowledge and assistance with visa applications
Recruiter/Senior Recruiter

S&C Technical Temporaries

(Human Resources industry)

October 1984 — April 1987 (2 years 7 months)

• Recruited product design, technical publications, and facilities engineering personnel for temporary and permanent positions

Scott Lubell’s Education

Michigan State University

MLIR , Labor and Industrial Relations , 1979 — 1980

The MLIR degree is now a Master of Human Resources & Labor Relations http://www.lir.msu.edu/academic/mhrlr/curriculum.php

Activities and Societies:

Awarded Armco Foundation Fellowship for Scholastic Excellence.
University of Maryland College Park

B.A. , Gov't & Politics; minor in H.R. , 1976 — 1979

Activities and Societies:

Awarded Phi Kappa Phi membership for scholastic excellence.