Compensation Analyst

About the role

BHG Financial is a financial services leader founded on the principle of helping accomplished professionals, small businesses, and institutions achieve their financial goals through innovative solutions and personalized service. We are seeking a Compensation Analyst to join our dynamic team.

Responsibilities

• Processes compensation requests from Business Partners and/or management by conducting comprehensive market analyses, including external benchmarking, internal equity review, and developing data-driven recommendations for individual positions or job families.
• Administers multiple bonus and incentive plans, supports the annual salary planning process, and prepares accrual estimates and payout calculations for Finance.
• Pairs with HRIS to ensure data integrity across Compensation and HR platforms by implementing new functionality, enhancing compensation processes, conducting testing, and maintaining job profiles and compensation structures in Workday.
• Pairs with People Development and management to review roles across the organization and develop recommendations that support clear career progression, appropriate job titles, compensation bands, and FLSA status.
• Pairs with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Maintains annual participation in external market and salary surveys, collecting and analyzing compensation data to assess and ensure the company’s competitive market position.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
• Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.