Senior Compensation Analyst

About the role

The Senior Compensation Analyst provides complex compensation consultative services to Human Resources and leadership for assigned areas, including job evaluation and competitive pay analysis. This role designs and implements compensation solutions, programs, and initiatives that support organizational objectives through strong communication, collaboration, and influence.

Responsibilities

• Designs and implements compensation solutions, programs, and initiatives that support organizational objectives through strong communication, collaboration, and influence.
• Manages projects impacting areas of responsibility and oversees key aspects of major compensation initiatives and programs while providing data-driven recommendations to support informed decision-making.
• Conducts benchmarking, market research, and statistical analyses to develop compensation recommendations that support competitive, cost-effective, and legally compliant pay practices.
• Consults with assigned client groups to provide guidance on compensation policies and programs, including evaluation of requests for changes and updates.
• Conducts job evaluations and reviews of job levels, assesses requests for new job titles, and updates job descriptions in partnership with HR and management.
• Manages and administers compensation projects and programs, including design, communication, implementation, and ongoing updates.
• Identifies process improvement opportunities and supports the implementation of compensation best practices.
• Prepares complex costing analyses, ad hoc reports, and other compensation-related reporting.
• Participates in the development and administration of the organization’s annual wage planning process.
• Maintains and audits compensation-related data in the HR system, including job codes, salary plans, grades, and shift differentials.
• Provides compensation guidance, training, and regulatory updates to HR and leadership.
• Serves as a resource to HR, Compensation, and organizational staff regarding compensation policies, procedures, and related practices.
• Pairs with Human Resources, Payroll, and organizational leadership to address complex operational issues and support compensation-related changes, including mass pay and job updates.
• Ensures compensation practices remain compliant with federal, state, and local regulations.

Requirements

• A high school diploma/GED.
• A bachelor’s degree in Business Administration, Human Resources, Finance, or a related field is preferred.
• Five (5) years of experience in Total Rewards, Compensation, or HR Business Partner with at least three (3) dedicated years in Compensation.
• Two (2) years of experience in a hospital or healthcare-related environment is preferred.