Senior Compensation Analyst

About the role

The Senior Compensation Analyst is responsible for the design, analysis, administration, and continuous improvement of compensation programs that support the organization's talent and business objectives. This role serves as a strategic consultant to HR partners and business leaders, providing expert guidance on compensation matters including market pricing, job evaluation, salary administration, pay equity, and regulatory compliance.

Responsibilities

• Conduct comprehensive market pricing and benchmarking analyses using salary surveys and other compensation data sources.
• Evaluate jobs and determine appropriate market alignment, pay grades, and salary structures.
• Analyze internal and external compensation trends and provide recommendations to maintain market competitiveness.
• Support the administration of annual compensation programs, including merit increases, market adjustments, promotions, and incentive plans.
• Prepare compensation models, costing analyses, and financial impact assessments for compensation-related initiatives.
• Monitor pay practices to ensure internal equity and alignment with compensation philosophy.
• Maintain compensation data integrity within HRIS and compensation management systems.
• Serve as a trusted compensation consultant to HR Business Partners, managers, and senior leaders.
• Provide guidance and recommendations on compensation decisions, including hiring offers, promotions, transfers, retention strategies, and organizational restructures.
• Partner with leaders to identify compensation-related challenges and develop practical, data-driven solutions.
• Educate leaders and HR partners on compensation philosophy, policies, practices, and market trends.
• Assist leadership in understanding compensation analytics and the impact of compensation decisions on organizational outcomes.
• Support the design, implementation, and enhancement of compensation programs, salary structures, and job architecture frameworks.
• Participate in compensation modernization, market competitiveness, and pay equity initiatives.
• Recommend process improvements that increase efficiency, consistency, and transparency of compensation programs.
• Aid in the development and maintenance of compensation policies, guidelines, and procedures.
• Lead or participate in compensation-related projects and cross-functional initiatives.
• Ensure compliance with federal, state, and local compensation regulations, including Fair Labor Standards Act (FLSA), Equal Pay laws, and other applicable requirements.
• Conduct audits and analyses to identify and address compensation risks and inconsistencies.
• Support documentation and reporting requirements related to compensation programs and regulatory compliance.
• Develop and deliver compensation reports, dashboards, and presentations for HR and organizational leadership.
• Analyze compensation metrics and workforce trends to support strategic decision-making.
• Prepare executive-level summaries and recommendations based on compensation data and market intelligence.
• Utilize advanced analytical techniques to identify trends, opportunities, and risks within compensation programs.

Requirements

• Education: Bachelor’s degree in human resources, business administration, related field or equivalent combination of education and experience.
• Experience: Minimum of five years of compensation experience required. Experience with transformational compensation initiatives highly desired. Experience consulting with leaders and influencing compensation-related decisions. Experience with Workday and Payfactors preferred.
• Licenses/Certifications: Certified Compensation Professional (CCP) designation from WorldatWork preferred. SHRM-Certified Professional (SHRM-CP) or SHRM-Senior Certified Professional (SHRM-SCP) designation from SHRM, or Professional Human Resources (PHR) from HRCI preferred.

Knowledge/Skills/Abilities

• Strong knowledge of compensation principles, practices, and market pricing methodologies.
• Advanced analytical and quantitative skills with the ability to interpret complex data and develop actionable recommendations.
• Strong consulting, communication, and presentation skills.
• Ability to effectively influence and build relationships with leaders at all levels of the organization.
• Knowledge of compensation-related laws and regulations.
• Advanced proficiency in Microsoft Excel, including modeling and data analysis.
• Experience with HRIS, compensation management systems and reporting tools.
• Strong project management and organizational skills.
• Ability to manage multiple priorities and meet deadlines in a fast-paced environment.

Physical Requirements

• Weight Demands: Light Work - Exerting up to 20 pounds of force.
• Physical Activity: Occasionally Performed (1%-33%): Balancing, Climbing, Carrying, Crawling, Distinguishing colors, Kneeling, Lifting, Pulling/Pushing, Reaching, Standing, Stooping/bending, Twisting.
• Frequently Performed (34%-66%): Hearing, Repetitive Motions, Seeing/Visual, Speaking/talking.
• Constantly Performed (67%-100%): Grasping, Keyboarding/typing, Sitting.

About Nebraska Methodist Health System

Nebraska Methodist Health System is made up of four hospitals in Nebraska and southwest Iowa, more than 30 clinic locations, a nursing and allied health college, and a medical supply distributorship and central laundry facility. From the day Methodist Hospital was chartered in 1891, service to our communities has been a top priority. Financial assistance, health education, outreach to our diverse communities and populations, and other community benefit activities have always been central to our mission. Nebraska Methodist Health System is an Affirmative Action/Equal Opportunity Employer and does not discriminate on the basis of race, color, religion, sex, age, national origin, disability, veteran status, sexual orientation, gender identity, or any other classification protected by Federal, state or local law.

Pay

Commensurate with experience.

Schedule

Monday - Friday, 40 hours per week.