Compensation Analyst

Position Summary:

The Compensation Analyst is an essential part of the Human Resource (HR) Benefits & Compensation team that interacts with all levels of employees and all HR staff. The Compensation Analyst will assist in the design, development, and implementation of compensation processes, policies, and systems by working closely with the Manager and HR team.

Position will form and maintain pay structures, research salary market data, ensure compliance with state and federal regulations, update job descriptions and classifications, and work in conjunction with Manager and department leaders on pay processes, communications, and executing employment agreements. The Analyst will make recommendations regarding salary grades or market rates for specific jobs. The position will work often with highly sensitive organizational information, as well as, personnel issues that require a high level of discretion, tact, understanding of laws and regulations involving confidential information. This individual must demonstrate excellent customer service and have enthusiasm about the program and the Pine Rest organization.

Principal Duties and Responsibilities:

• Conducts base pay market analyses for entire job families and individual positions through purchased data and data publicly available.
• Analyzes and interprets salary survey data to make recommended modifications to salary structures and starting salaries.
• Provides support to HR Recruiters on pay decisions within established guidelines and compensation strategy. Works with Manager on exceptions outside set guidelines.
• Assists with compensation recommendations on organizational structure projects and other business needs.
• Provide job description (JD) support to organization by writing new JDs, updating existing JDs, and ensuring JDs meet organization standards prior to posting. Recommends corresponding titles and salary ranges and communicates recommendations to assigned areas/leadership in a concise, customer focused format. Ensures all updated JDs are indexed into the system.
• Works with Physician recruiter/Service Line on new and existing physician & professional contracts. Tracking contracts in the system to make sure they are updated timely. Maintaining the template and supporting the addendums as needed. Ensuring execution of contract through HRIS and compensation/payroll processes.
• Provides analytical support and data analysis on a variety of compensation requests and projects.
• Assists in salary structure review activities including but not limited to career growth design, alignment with industry changes, and salary review.
• Assist Manager in the design and management of information/analytics that provide supervisors/leadership with requisite information regarding salary administration, including salary equity reports, ongoing marketing comparative data, internal equity analyses, etc.
• Assists in reviewing and evaluating staff positions to determine appropriate classification, FLSA exemption status, and required qualifications. Audit pay practices to ensure compliance with federal and state legislation applicable to wage and hour laws and regulations and internal pay policies; thoroughly document findings and recommend appropriate solutions for compliance.
• Responsible for monitoring and planning for changes to minimum wage by state and partnering with Payroll to ensure wages are managed appropriately
• Creates position compensation summaries to reflect how current employees align to market.
• Manage the internal equity of roles; partner with Manager and organizational leaders to organize jobs/title structure for effective career paths.
• Participate in the development and maintenance of compensation data reporting.
• Leverage best practices and technology for continuous improvement in administration/process.
• Conducts a range of research, reporting, and analysis to support compensation initiatives.
• Perform audits on the employee database to ensure the accuracy of employee/system data and compensation records.
• Works with the Manager to develop and execute clear and comprehensive communication plans for all compensation activities.
• Responsible to uphold the healing ministry of Christ through relationships that honor integrity, stewardship, empowerment, the promotion of diversity and professional excellence.
• Must maintain annual training and demonstrate competency in the required programmatic training.
• Performs other duties or functions as assigned.

Supervisory Responsibilities:

• None

Required/Desired Qualifications:

Education, Training, and Experience:

• Bachelor's degree in Human Resources or related field.
• Minimum 1 year experience in compensation analysis required, 3 years of related HR experience with an expertise in compensation preferred.
• Experience using HRIS software and web-based compensation systems (i.e. PayScale, etc.) preferred.
• Completion or progression towards Certified Compensation Professional designation preferred.

Specific skills, knowledge, and abilities:

• Ability to provide care/service within the scope of: Holding a conviction to express Christ’s love and compassion to recipients of services, coworkers, and surrounding communities through integrity, stewardship, empowerment, the promotion of diversity, equity, inclusion, and professional excellence.
• Ability to provide culturally inclusive care with a wide range of individuals in a diverse community setting.
• Advanced knowledge of Microsoft Office, specifically using advanced Excel skills (e.g., v-lookups, pivot tables)
• Demonstrated ability to analyze large amounts of information, discern patterns, compare results to legislation, past practice, compliance with policy, internal equity and make appropriate recommendations.
• Ability or experience in providing training or conducting conversations that impart compensation knowledge.
• Ability to build relationships with clients demonstrating a record of timeliness, trust, and integrity.
• Critical thinking and problem solving using innovative solutions.
• Strong knowledge of HR policies and processes.
• Must be able to prioritize departmental functions to meet due dates and deadlines.
• Ability to apply sound decision making and judgment skills.
• Discretion with confidential information.