Executive Compensation Analyst jobs in Seattle, WA

Job Detail

Job Title:Compensation Analyst

Req:2023-1058

Location:VMC Main Campus

Department:Human Resources

Shift:Days

Type:Full Time

FTE:1

Hours:

City State:Renton, WA

Salary Range:Min $88,168 - Max $140,185/annual. DOE

Job Description:

JOB DESCRIPTION

The position description is a guide to the critical duties and essential functions of the job, not an all-inclusive list of responsibilities, qualifications, physical demands, and work environment conditions. Position descriptions are reviewed and revised to meet the changing needs of the organization.

TITLE: Compensation Analyst

JOB OVERVIEW: Provides technical and analytical support to HR management with primary emphasis on compensation programs, policies, and practices. Responsible for regular market reviews and determination of compensation grade for all positions. Provide interpretation of policies, practices, and procedures to the organization.

DEPARTMENT: Human Resources

WORK HOURS: Full time, typical hours are Monday - Friday, 8:00am - 4:30pm

REPORTS TO: Director, Total Rewards

PREREQUISITES:

Bachelor's degree required in Business Administration, Human Resources, Finance or other relavant field, required. An additional four (4) years of relevant and applicable experience may substitute degree requirement.

Minimum three (3) years of Human Resources experience required, preferably in a health care setting.

Two (2) years experience administering compensation programs, preferred.

Experience with HRIS systems preferred.

Demonstrated proficiency in basic computer applications including Microsoft Word, Excel, and other applicable software.

QUALIFICATIONS:

Ability to independently manage multiple tasks simultaneously.

Demonstrated diplomacy and professional demeanor, including the ability to present a positive public relations image and the ability to relate to a diversity of people.

Demonstrated ability to maintain a high level of trust and confidentiality.

Demonstrated ability to function effectively and professionally in difficult and/or conflict situations.

Current knowledge of employment/labor laws pertaining to Human Resources and compensation.

TYPICAL PHYSICAL/MENTAL DEMANDS, ENVIRONMENT, AND WORKING CONDITIONS:

See Generic Job Description for Administrative Partner.

PERFORMANCE RESPONSIBILITIES

Generic Job Functions: See Generic Job Description for Administrative Partner.

Essential Responsibilities and Competencies:

Administer VMC's compensation program that reflects organizational philosophy and policy, current labor market, bargaining units, and legal requirements.

Collaborate and communicate with leadership on compensation issues.

Proactively review components of compensation programs to ensure they consistently meet the needs and requirements of the organization. Ensure that the program remains cost effective and consistent with organizational and budgetary requirements.

Coordinate annual staff and leadership base pay reviews including notification of pay changes.

Analyze market trends and community compensation practices recommending program and individual adjustments when appropriate.

Complete salary surveys and analyze results. Maintain compensation database sufficient to meet analytical and reporting requirements, and fair and equitable position placement within the organization's market-based program.

Reccommend new hire rates using established compensation structure; coordinate with Recruiting to review and recommend all salaries using guidelines.

Review and periodically revise incentive-pay programs for management and staff levels ensuring market competitiveness. Calculate incentive payments.

Coordinate and evaluate the design and development of job descriptions; evaluate and make reccomendations on job classifications; perfrom desk audits as needed. Place positions in appropriate market-based range; review placement with HR management.

Maintain database of all organization job descriptions assisting managers with the development of new positions or revision of existing job descriptions.

Participate in preparation for labor negotiations to include research, recommendations, cost analysis, and other information important to the bargaining process.

Represent the hospital in professional organizations. Participate as Valley Medical Center representative at Milliman Health Care Survey Committee, among others.

Maintain working relationships with external vendors, consultants, and others.

Remain apprised of legal regulations relating to appropriate topics to ensure company compliance.

Assist with Executive Compensation Program Plan as requested.

Enhance professional growth and development through inservices and educational programs. Keep abreast of HR development and regulatory changes.

Maintain financial awareness of department and program budgets.

Participate as an active team member for HR system upgrades and new implementations.

Assist with other projects and duties as requested.

Revised: 6/23

Grade: NC28

FLSA: E

Cost Center: 8650

Job Qualifications:

PREREQUISITES:

Bachelor's degree required in Business Administration, Human Resources, Finance or other relavant field, required. An additional four (4) years of relevant and applicable experience may substitute degree requirement.

Minimum three (3) years of Human Resources experience required, preferably in a health care setting.

Two (2) years experience administering compensation programs, preferred.

Experience with HRIS systems preferred.

Demonstrated proficiency in basic computer applications including Microsoft Word, Excel, and other applicable software.

QUALIFICATIONS:

Ability to independently manage multiple tasks simultaneously.

Demonstrated diplomacy and professional demeanor, including the ability to present a positive public relations image and the ability to relate to a diversity of people.

Demonstrated ability to maintain a high level of trust and confidentiality.

Demonstrated ability to function effectively and professionally in difficult and/or conflict situations.

Current knowledge of employment/labor laws pertaining to Human Resources and compensation.