Compensation Analyst

The Compensation Analyst provides technical expertise, analysis and guidance regarding compensation to leaders, talent acquisition and people business partners. This role recommends, develops and implements compensation solutions to management that drive the compensation philosophy. The role also assists with special compensation projects as needed.

The Compensation Analyst must be able to communicate effectively with people of all job levels within the organization, have good evaluation and reporting skills. A primary driver of performance evaluation process, the Compensation Analyst will track, follow up and report during the focal review period.

JOB REQUIREMENTS

• Bachelor’s Degree preferred
• Degree in Human Resource Management, Business Administration or related field preferred

Work Experience

• One year of compensation analyst experience required; two years preferred
• Health care experience in multi-state analysis preferred.
• Experience in managing and implementing projects and strategic change initiatives preferred.
• Intermediate to advanced level experience with Excel required.
• Experience using salary market databases.

Required Licenses/Certifications

• CCP, PHR or SPHR or other Human Resource Certification preferred

Additional Knowledge, Skills and Abilities Required

DECISION MAKING – Makes sound, well-informed, and objective decisions; perceives the impact and implications of decisions; commits to action, even in uncertain situations, to accomplish organizational goals; cause change.

FLEXIBILITY – Open to change and new information; adapts behavior or work methods in response to new information, changing conditions, or unexpected obstacles; effectively deals with ambiguity.

INTERPERSONAL – Develops and maintains excellent working relationships within the People Team and other business departments. BUILDING RAPPORT – Exercises skill and diplomacy to establish PT as a trusted, credible business partner; creates buy-in with customers.

ORAL COMMUNICATION – Expresses information (ideas or facts) to individuals or groups effectively, considering the audience and nature of the information (technical, sensitive, controversial, etc.); makes clear and convincing oral presentations; listens to others, attends to nonverbal cues, and responds appropriately.

PROBLEM SOLVING – Identifies problems; determines accuracy and relevance of information; uses sound judgment to generate and evaluate alternatives, and to make recommendations.

SELF-MANAGEMENT – Sets well-defined and realistic personal goals; displays a high level of initiative, effort, and commitment towards completing assignments in a timely manner; works with minimal supervision; is motivated to achieve; demonstrates responsible behavior.

TECHNICAL COMPETENCE – Uses or gains knowledge that is necessary to perform the major functions that are described above (i.e., familiar with state/local laws that govern employment and can translate those into providing advice.) WRITING – Recognizes and uses correct English grammar, punctuation, and spelling; communicates information in a succinct and organized manner; produces written information that is appropriate for the intended audience.

CUSTOMER SERVICE – Demonstrates a results-oriented focus for delivering appropriate services in an accurate, complete, and timely fashion.

TEAMWORK/COLLABORATION – Demonstrates skills and abilities in collaborative efforts with experience in team/project-oriented activities.

RELATIONSHIP MANAGEMENT – Maintains good communication and a positive relationship with employees at all levels of the organization to promote employee satisfaction. Projects excellent customer relations in all interactions.

ESSENTIAL FUNCTIONS:

• Assists with bonus tracking and communication, including payout for staff and providers using excel spreadsheets and/or email merges
• Handles status changes for various internal changes (e.g., FT to per diem) including system updates and offer letters
• Maintains daily tasks in HRIS (Dayforce/Workday)
• Assists in the development of incentive programs for staff and providers
• Reviews job descriptions for accuracy and FLSA determination; works with hiring managers and TA team as needed
• Analyzes and determines pay range for new or revised roles using salary surveys and internal market differentials for geographic location, site premiums and other position type premiums
• Reviews and makes salary offer recommendations for new hires and internal moves (including promotions, transfers and changes to employment status types)
• Maintains salary structures for all markets including annual review of job grades for each market.
• Maintains job descriptions database
• Collaborates and coordinates with other compensation team members on annual compensation projects and tasks
• Adheres to compensation guidelines, recommend changes and communication of the guidelines.
• Participates in the performance evaluation process
• Assists with preparation of compensation data and other presentation materials for market leaders related to budgeting and planning
• Assists in complex compensation projects
• Establishes productive relationships and rapport with customers to gain joint understanding of business goals, strengths, and opportunities providing timely follow up on issues/concerns
• Supports and assists with implementation of Human Resources (People Team) initiatives to enhance successful rollout and acceptance throughout the organization
• Escalates high-risk situations that may have an impact on the organization to Senior Comp Analyst or Manager
• Assists People Team with special projects including spreadsheets for tracking
• Assists leaders with components of People Team standards for compliance (e.g., I-9 verification, Performance Evaluations, license/certification renewal etc.,).
• Other duties as assigned

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All qualified persons are granted an equal opportunity for employment without regard to race, color, religion, sex, sexual orientation and gender identity or expression, age, national origin, citizenship status, disability, genetic information, medical condition, family care leave status, pregnancy or pregnancy-related condition, otherwise qualified disabled or veteran status. The company will comply with all fair employment laws in each of the jurisdictions where we conduct business.

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