Compensation Analyst

Job Summary

Idaho National Laboratory is hiring a Compensation Analyst to work on their Human Resource Talent Rewards team. The team works a 9x80 schedule located out of their Idaho Falls Willow Creek facility with every other Friday off.

About the Role

The Compensation Analyst will directly support mission-critical research driving America's energy and technological future. They will evaluate job positions, determine classification, FLSA status, and salary, recommend and implement new and innovative compensation programs, support salary administration programs, conduct job audits, and develop competitive salary offers. They will also advise managers and employees on state and federal employment regulations and compensation policies, and ensure company compliance with federal and state laws including reporting requirements.

Responsibilities

• Evaluate job positions determining classification, FLSA status, and salary
• Recommend and implement new and innovative compensation programs
• Support the laboratory's salary administration program through external market analysis, evaluation of job descriptions, completion of job audits, and compensation policy development
• Ensure company compliance with federal and state laws including reporting requirements
• Prepare occupational classifications, job descriptions, and salary scales
• Provide advice on resolution of classification and salary complaints
• Advise managers and employees on state and federal employment regulations and compensation policies
• Perform multifactor data and cost analyses
• Consult with or serve as technical liaison between business, HR support teams, and managers
• Make determinations of candidate qualifications
• Develop competitive salary offers
• Strategize to implement talent management processes
• Collaborate with HRIT to enhance, integrate, and maintain talent management and compensation systems
• Prepare reports summarizing job evaluations, compensation analysis, market findings, and audit outcomes for leadership
• Maintain accurate documentation supporting classification, FLSA determinations, and compensation recommendations
• Support organizational initiatives such as job architecture refinement, workforce planning, and internal audits

Essential Job Functions and Responsibilities

• Perform compensation analysis for new and existing positions, promotions, out-of-cycle increases, and other compensation actions
• Conduct multifactor market analysis using internal and external data sources to guide pay decisions and support salary administration programs
• Conduct job audits and review job descriptions to ensure internal consistency, accurate leveling, and compliance with federal and state wage and hour laws
• Evaluate job positions to determine FLSA exemption status, classification, market alignment, and salary placement
• Monitor FLSA status and support leaders in maintaining compliance with FLSA and other applicable regulations
• Identify trends, patterns, and inconsistencies in compensation data and develop actionable recommendations
• Provide consultative support to managers and HR Business Partners regarding job design, classification, pay practices, and employee career progression
• Guide leaders in interpreting compensation data and making equitable, competitive salary decisions
• Advise managers and employees on federal/state regulations, compensation policies, and personnel procedures
• Recommend and implement new and innovative compensation programs and improvements that support competitive positioning and cost effectiveness
• Support and contribute to compensation policy development and salary structure management

Minimum Qualifications

• Level 2: Bachelor’s degree in human resource management, business administration, economics or another related degree from an accredited university and 2 years of relevant experience or a Masters degree in similar field
• Level 3: Bachelor’s degree in human resource management, business administration, economics or another related degree from an accredited university and 5 years of relevant experience or a Masters degree in similar field and 2 years of relevant experience

Experience

• Experience commensurate with level in human resources fields such as compensation, benefits, labor relations, employee relations, training, recruitment, organizational development, and other HR disciplines
• Demonstrated expertise in Fair Labor Standards Act (FLSA) application, including conducting job audits, making exemption determinations, and advising leaders to ensure compliance and consistency across the organization
• Must have experience in Excel, including creating and manipulating spreadsheets, pivot tables, VLOOKUP, conditional formulas, etc.

Preferred Qualifications

• Advanced analytical capability, including the ability to interpret complex compensation, market, and internal equity data; identify patterns and trends; and translate findings into clear, actionable recommendations for leaders
• Proven ability to develop data-based compensation recommendations, such as salary offers, merit adjustments, and promotional actions that balance external competitiveness with internal equity
• Strong consultative skills with the ability to partner effectively with managers and senior leadership to guide classification decisions and support career progression through sound compensation strategies
• Experience coaching leaders on compensation principles, market competitiveness, retention strategies, and career pathing to support employee growth and organizational talent needs
• Experience in environments requiring high levels of compliance, documentation, and auditability, such as government-owned or regulated facilities
• Professional HR or compensation designations (e.g., CCP, SHRM-CP/SCP, PHR/SPHR) preferred

Job Information

The pay range for this position is: Level 2-Grade 430 ($66,504- $136,356)/ Level 3-Grade 440 ($79,344-162,732). At Idaho National Laboratory compensation decisions are determined using factors such as education, relevant experience, and other credentials.

Physical Requirements

While performing the duties of this classification, the employee is frequently required to stand, walk, sit, stoop, kneel, bend, use hands to handle materials, manipulate tools, keyboard and type, reach with hands and arms, and operate job-related equipment. The employee must occasionally lift and/or move up to 25 pounds. Sufficient visual acuity and hearing capacity to perform the essential functions and interact with the public is required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.