HRIS & Compensation Analyst
for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title as heading. Remove boilerplate, navigation, legal, EEO, etc. Must preserve all substantive info.
We need to parse the posting.
Key content:
- Intro paragraph: "Join our TEAM! This is an exciting opportunity to support a growing healthcare organization during its Workday journey while gaining exposure to compensation strategy, workforce analytics, reporting, and HR technology. You'll partner with organizational leaders, influence decision-making through data, and play a key role in building scalable HR processes across multiple locations. If you're energized by data, technology, and the opportunity to make a meaningful impact in healthcare, we'd love to hear from you. Apply today and help shape the future of HR at our organization."
But we need to remove application instructions? The instruction says: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." So we should remove "Apply today and help shape the future of HR at our organization." That's an application instruction. Also "Apply today" maybe considered instruction. So we should remove that sentence. Keep the rest.
- Position Summary: The HRIS & Compensation Analyst supports the implementation, administration, and optimization of Sequel Ortho's Human Resource Information Systems, with a primary focus on Workday configuration, data integrity, reporting, and compensation administration. This role serves as a technical and analytical resource to Human Resources, ensuring accurate employee data, efficient processes, reliable workforce reporting, and consistent application of compensation programs across the organization. The HRIS & Compensation Analyst partners closely with Human Resources, Payroll, Finance, and operational leaders to support workforce planning, compensation analysis, system enhancements, and data-driven decision making. This position plays a key role in supporting Sequel Ortho's Workday implementation and ongoing optimization efforts while ensuring compensation practices align with organizational guidelines, market competitiveness, and internal equity.
- Position details: Status Full-Time Shift Days FTE / Hours 1.0 / 40 Schedule Monday - Friday 8a - 5p
We need to include Schedule section if posting actually states them. Yes schedule is given: Monday - Friday 8a - 5p. So we can have a Schedule
Schedule
with Monday - Friday 8a - 5p
. Also maybe FTE/Hours could be included in Schedule or separate? The instruction says include Schedule section only if posting actually states them. It does state schedule. So we include schedule. - Position Requirements: Education: Bachelor's degree in Human Resources, Business Administration, Information Systems, Healthcare Administration, or related field (or equivalent experience) - required. Licensure: N/A Certification: Workday Pro Certification, SHRM-SCP/CP, PHR or SPHR - preferred. Experience Three (3) or more years of progressively responsible HRIS experience required. Two (2) or more years of Workday experience required. Experience supporting HRIS implementation, optimization, upgrades, or system enhancements. Experience developing reports, dashboards, and workforce analytics. Experience supporting compensation administration, salary structures, market pricing, or compensation analysis preferred. Experience working with HR, Payroll, Benefits, and Talent Acquisition processes preferred. Healthcare and/or multi-site organizational experience preferred. - Required Knowledge/Skills/Abilities: Demonstrated knowledge of Human Resource Information Systems, including Workday functionality, business processes, reporting, security, and data governance principles. Strong analytical and problem-solving skills with the ability to collect, analyze, interpret, and validate complex data. Advanced proficiency in Microsoft Excel and HRIS reporting tools with the ability to develop meaningful reports, dashboards, and metrics to support business decision making. Knowledge of compensation principles including market benchmarking, salary administration, pay structures, and internal equity analysis. Strong attention to detail with a commitment to data accuracy and process quality. Ability to manage multiple priorities and meet deadlines in a fast-paced environment. Strong interpersonal and communication skills with the ability to collaborate across organizational levels and explain technical concepts clearly. Demonstrated commitment to continuous improvement and leveraging technology to improve efficiency and employee experience. Ability to maintain confidentiality and appropriately handle sensitive employee information. - Essential Job Functions: list of bullet points. - Physical Requirements: This position is classified as Sedentary Work... Must be able to pass background check. We also conduct pre-employment physical and drug testing. Any job offer will be contingent upon successful completion of a pre-employment physical with a drug screen, background check and obtaining active licensures per job requirements. We need to remove boilerplate like physical requirements? The instruction says remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. Physical requirements may be considered not boilerplate but maybe it's okay to keep? It's substantive info about job. However we need to decide if we include a section for Physical Requirements. The allowed headings list does not include Physical Requirements; only About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we should not create a heading for Physical Requirements; we could incorporate that info into maybe Requirements or Qualifications? But the instruction says: "Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It doesn't forbid other headings, but says use those for section headings. Probably we should stick to those headings only. So we need to map content to those sections.
We have:
- About the role: could be the introductory paragraph (excluding application instruction). That seems appropriate.
- Responsibilities: could be Essential Job Functions list.
- Requirements: could include Education, Licensure, Certification, Experience (the "Position Requirements").
- Qualifications: could include Required Knowledge/Skills/Abilities (maybe also "Preferred" items). Or we could split: Requirements = mandatory; Qualifications = preferred? But we need to decide.
- Skills: could be the knowledge/skills/abilities list.
- Benefits: not mentioned; we should not create Benefits section.
- Pay: not mentioned; do not create.
- Schedule: we have schedule.
Thus we can have sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Schedule.
We need to ensure we don't create sections with filler text. All have content.
We must not repeat job title as heading. Not needed.
We must not put Job ID/requisition numbers as headings; none present.
We must preserve all substantive information; do not invent or summarize away detail. So we need to include all details from the posting, but we can reorganize into sections.
We need to use - for any list of duties/requirements/benefits, and
for prose.
Thus:
- About the role: a
containing the introductory paragraph (excluding application instruction). Let's extract that paragraph exactly: "Join our TEAM! This is an exciting opportunity to support a growing healthcare organization during its Workday journey while gaining exposure to compensation strategy, workforce analytics, reporting, and HR technology. You'll partner with organizational leaders, influence decision-making through data, and play a key role in building scalable HR processes across multiple locations. If you're energized by data, technology, and the opportunity to make a meaningful impact in healthcare, we'd love to hear from you."
We removed "Apply today and help shape the future of HR at our organization." Good.
- Responsibilities: list of Essential Job Functions. We need to capture each bullet. Let's list them:
1. Administer, configure, and optimize Workday Human Capital Management (HCM) to support organizational objectives and business needs.
2. Support Workday implementation activities, system enhancements, upgrades, testing, integrations, and ongoing optimization efforts.
3. Develop, maintain, and analyze workforce reports, dashboards, and key performance metrics for Human Resources and operational leadership.
4. Ensure the accuracy, completeness, and integrity of employee and organizational data within Workday.
5. Perform system audits, data reconciliations, and compliance reviews to ensure adherence to organizational standards and regulatory requirements.
6. Serve as a primary resource for HRIS support, troubleshooting, documentation, training, and user adoption.
7. Maintain compensation structures, job architecture, job profiles, salary ranges, and related compensation data within HR systems.
8. Prepare and review compensation offers, salary recommendations, and employment-related pay actions to ensure alignment with approved compensation guidelines.
9. Support annual compensation planning processes including merit increases, market adjustments, incentive administration, and compensation cycle management within Workday.
10. Assist with market benchmarking, salary survey participation, compensation analysis, and pay equity reviews.
11. Partners with HR leadership, Finance, and operational leaders to provide data-driven recommendations and support strategic workforce initiatives.
12. Coordinate with third-party vendors and technology partners to support integration, troubleshoot issues, and implement enhancements.
13. Identify opportunities for process improvement and automation to enhance operational efficiency and employee experience.
We need to ensure we keep the exact wording. Some have capitalization variations; we keep as is.
- Requirements: includes Education, Licensure, Certification, Experience (the "Position Requirements" block). Let's extract:
Education: Bachelor's degree in Human Resources, Business Administration, Information Systems, Healthcare Administration, or related field (or equivalent experience) - required.
Licensure: N/A
Certification: Workday Pro Certification, SHRM-SCP/CP, PHR or SPHR - preferred.
Experience Three (3) or more years of progressively responsible HRIS experience required.
Two (2) or more years of Workday experience required.
Experience supporting HRIS implementation, optimization, upgrades, or system enhancements.
Experience developing reports, dashboards, and workforce analytics.
Experience supporting compensation administration, salary structures, market pricing, or compensation analysis preferred.
Experience working with HR, Payroll, Benefits, and Talent Acquisition processes preferred.
Healthcare and/or multi-site organizational experience preferred.
We need to keep each as list items? The instruction: Use
- for any list of duties/requirements/benefits. So we should put each requirement as
- . However some lines have "- required" or "- preferred". We'll keep that text inside
- .
- Qualifications: maybe we could include the "Required Knowledge/Skills/Abilities" as Qualifications? But we also have Skills section. The instruction says we can use Skills for skills list. So we could put Required Knowledge/Skills/Abilities under Skills. Then Qualifications could be something else? But we don't have separate qualifications besides maybe the "Preferred" items? However we already included preferred items in Requirements (like certification preferred, experience preferred). Might be okay to combine.
Alternatively, we could treat Requirements as mandatory (education, licensure, certification required? Actually certification is preferred). But we can still list all.
Qualifications could be the "Required Knowledge/Skills/Abilities" but that is more skills. Hmm.
Better to follow the example headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule.
Thus we need to assign content to each.
We have:
- About the role: intro paragraph.
- Responsibilities: Essential Job Functions.
- Requirements: Education, Licensure, Certification, Experience (the mandatory and preferred items). Could be a list.
- Qualifications: maybe we could include "Required Knowledge/Skills/Abilities" as Qualifications? But then Skills would be duplicate. Alternatively, we could put "Required Knowledge/Skills/Abilities" under Skills, and Qualifications could be something like "Preferred experience" etc. But we already put experience in Requirements. Might be okay to have Qualifications empty? Not allowed; we must not emit heading with filler. So we need to put something substantive under Qualifications.
We could split: Requirements = mandatory items (Education, Licensure, Certification required? Actually certification is preferred, but we could treat as required? Might be fudging). Qualifications = preferred items (certification preferred, experience preferred, healthcare experience). Skills = knowledge/skills/abilities list.
Let's define:
Requirements (mandatory):
- Education: Bachelor's
for prose. Thus: - About the role: a
containing the introductory paragraph (excluding application instruction). Let's extract that paragraph exactly: "Join our TEAM! This is an exciting opportunity to support a growing healthcare organization during its Workday journey while gaining exposure to compensation strategy, workforce analytics, reporting, and HR technology. You'll partner with organizational leaders, influence decision-making through data, and play a key role in building scalable HR processes across multiple locations. If you're energized by data, technology, and the opportunity to make a meaningful impact in healthcare, we'd love to hear from you." We removed "Apply today and help shape the future of HR at our organization." Good. - Responsibilities: list of Essential Job Functions. We need to capture each bullet. Let's list them: 1. Administer, configure, and optimize Workday Human Capital Management (HCM) to support organizational objectives and business needs. 2. Support Workday implementation activities, system enhancements, upgrades, testing, integrations, and ongoing optimization efforts. 3. Develop, maintain, and analyze workforce reports, dashboards, and key performance metrics for Human Resources and operational leadership. 4. Ensure the accuracy, completeness, and integrity of employee and organizational data within Workday. 5. Perform system audits, data reconciliations, and compliance reviews to ensure adherence to organizational standards and regulatory requirements. 6. Serve as a primary resource for HRIS support, troubleshooting, documentation, training, and user adoption. 7. Maintain compensation structures, job architecture, job profiles, salary ranges, and related compensation data within HR systems. 8. Prepare and review compensation offers, salary recommendations, and employment-related pay actions to ensure alignment with approved compensation guidelines. 9. Support annual compensation planning processes including merit increases, market adjustments, incentive administration, and compensation cycle management within Workday. 10. Assist with market benchmarking, salary survey participation, compensation analysis, and pay equity reviews. 11. Partners with HR leadership, Finance, and operational leaders to provide data-driven recommendations and support strategic workforce initiatives. 12. Coordinate with third-party vendors and technology partners to support integration, troubleshoot issues, and implement enhancements. 13. Identify opportunities for process improvement and automation to enhance operational efficiency and employee experience. We need to ensure we keep the exact wording. Some have capitalization variations; we keep as is. - Requirements: includes Education, Licensure, Certification, Experience (the "Position Requirements" block). Let's extract: Education: Bachelor's degree in Human Resources, Business Administration, Information Systems, Healthcare Administration, or related field (or equivalent experience) - required. Licensure: N/A Certification: Workday Pro Certification, SHRM-SCP/CP, PHR or SPHR - preferred. Experience Three (3) or more years of progressively responsible HRIS experience required. Two (2) or more years of Workday experience required. Experience supporting HRIS implementation, optimization, upgrades, or system enhancements. Experience developing reports, dashboards, and workforce analytics. Experience supporting compensation administration, salary structures, market pricing, or compensation analysis preferred. Experience working with HR, Payroll, Benefits, and Talent Acquisition processes preferred. Healthcare and/or multi-site organizational experience preferred. We need to keep each as list items? The instruction: Use
- for any list of duties/requirements/benefits. So we should put each requirement as
- . However some lines have "- required" or "- preferred". We'll keep that text inside
- . - Qualifications: maybe we could include the "Required Knowledge/Skills/Abilities" as Qualifications? But we also have Skills section. The instruction says we can use Skills for skills list. So we could put Required Knowledge/Skills/Abilities under Skills. Then Qualifications could be something else? But we don't have separate qualifications besides maybe the "Preferred" items? However we already included preferred items in Requirements (like certification preferred, experience preferred). Might be okay to combine. Alternatively, we could treat Requirements as mandatory (education, licensure, certification required? Actually certification is preferred). But we can still list all. Qualifications could be the "Required Knowledge/Skills/Abilities" but that is more skills. Hmm. Better to follow the example headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Thus we need to assign content to each. We have: - About the role: intro paragraph. - Responsibilities: Essential Job Functions. - Requirements: Education, Licensure, Certification, Experience (the mandatory and preferred items). Could be a list. - Qualifications: maybe we could include "Required Knowledge/Skills/Abilities" as Qualifications? But then Skills would be duplicate. Alternatively, we could put "Required Knowledge/Skills/Abilities" under Skills, and Qualifications could be something like "Preferred experience" etc. But we already put experience in Requirements. Might be okay to have Qualifications empty? Not allowed; we must not emit heading with filler. So we need to put something substantive under Qualifications. We could split: Requirements = mandatory items (Education, Licensure, Certification required? Actually certification is preferred, but we could treat as required? Might be fudging). Qualifications = preferred items (certification preferred, experience preferred, healthcare experience). Skills = knowledge/skills/abilities list. Let's define: Requirements (mandatory): - Education: Bachelor's