Senior Compensation & Benefits Analyst

We need to output HTML fragment with sections: About the role? The posting includes a Summary paragraph. Could treat that as About the role. Then Responsibilities: Compensation Essential Duties and Responsibilities and Benefits Support... Actually there are two sections: Compensation Essential Duties and Responsibilities, and Benefits (maybe separate). Could combine? The instruction: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Include a section ONLY when posting has real specific content. So we need sections: About the role (summary), Responsibilities (compensation duties + benefits duties?), Benefits (maybe separate), Qualifications, maybe Skills? The posting includes qualifications and other experience. Could put Qualifications section with education/experience etc. Could also have Skills (knowledge, analytical, Excel, communication). But we can embed skills within Qualifications. Better to have sections: About the role, Responsibilities, Qualifications. Benefits could be separate if there is specific content: there is a Benefits paragraph with duties. Could treat that as part of Responsibilities (since it's duties). But we have separate Benefits heading possible. The instruction: prefer a few substantive sections over many thin ones. So maybe combine duties into Responsibilities (cover both compensation and benefits). Then Qualifications. Also include Pay? The posting includes Rate of Pay: $122,616 + DOE annually. That's specific pay info, so we should include Pay section. Schedule? Not mentioned besides onsite/hybrid/remote. Could include Schedule? Not explicit schedule like full-time, but we have location/hybrid remote. Could treat as Schedule? Might be better to include a short paragraph about location/hybrid remote under About the role or separate? The instruction: do NOT create Pay/Schedule/Benefits sections unless posting actually states them. Pay is stated, so include Pay. Benefits is stated as a section in posting (Benefits Support administration...). So we should include Benefits section. Schedule? Not explicitly stated like full-time/part-time, but we have location/hybrid/remote. Could treat as Schedule? Might be okay to include Schedule with hybrid/remote info. However the instruction: prefer few substantive sections. Could embed location/hybrid remote in About the role. Let's decide: Sections: About the role (includes summary and location/hybrid/remote), Responsibilities (compensation and benefits duties), Benefits (maybe redundant). Actually we already have benefits duties under Responsibilities; but posting has a distinct Benefits section with duties. Could keep Benefits separate to avoid thin sections? But we would have Responsibilities (compensation) and Benefits (benefits). That's two sections plus About the role, Qualifications, Pay. That's five sections, okay. We must not repeat job title as heading. No Job ID. Remove boilerplate. We need to preserve all substantive information. So include details: location (Reno, NV onsite, hybrid or remote), Bargaining Unit: Non Represented - Professional, Rate of Pay: $122,616 + DOE annually. Summary paragraph. Then Responsibilities: list of compensation duties (bullet list). Then Benefits: list of benefit duties. Then Qualifications: education, experience, supervisory responsibilities none, etc. Also include other experience/qualifications required and preferred. Could combine into Qualifications section with sub-bullets? Use

• for any list of duties/requirements/benefits. So for Qualifications we can list requirements as bullet points. We must not include filler like "commensurate with experience" etc. The posting includes "Rate of Pay: $122,616 + DOE annually" - that's specific, include. We must not include application instructions, EEO, etc. Let's craft HTML. Structure:

  About the role

  This position is expected to sit onsite in Reno, NV or has the opportunity to be a hybrid or remote role. Bargaining Unit: Non Represented - Professional. The Senior Compensation & Benefits Analyst serves as the health system's subject matter expert for compensation and benefits programs. This role administers, evaluates, and enhances compensation structures, pay practices, and employee benefit programs to ensure competitiveness, internal equity, regulatory compliance, and alignment with organizational goals. Partnering closely with HR, Finance, Payroll, leadership, managers, and external vendors, the analyst provides data-driven recommendations, supports workforce planning and budgeting initiatives, administers benefit programs, and identifies opportunities to improve processes, compliance, and the employee experience.

  Responsibilities

  • Administer and maintain salary structures, pay ranges, job classifications, job architecture, and compensation programs.
  • Conduct market pricing, salary surveys, job evaluations, classification reviews, and internal equity analyses.
  • Evaluate positions for appropriate placement within compensation structures based on scope, responsibilities, market data, and organizational needs.
  • Support the development and maintenance of job descriptions, job codes, salary grades, and related documentation.
  • Analyze compensation requests, including new positions, promotions, reclassifications, equity adjustments, and market adjustments.
  • Identify and address pay compression, equity concerns, market competitiveness issues, and compensation-related risks.
  • Lead and support annual compensation planning processes, including merit increases, market adjustments, gainsharing, and wage planning.
  • Develop compensation models, cost projections, and fiscal impact analyses to support budgeting, workforce planning, and leadership decision-making.
  • Manage compensation-related data and maintain data integrity within HR systems, including UKG Pro and Workforce Management.
  • Ensure compliance with applicable compensation laws, regulations, and organizational policies.
  • Monitor labor market trends and provide guidance on pay decisions, retention strategies, offers, promotions, and organizational design.
  • Support collective bargaining by analyzing compensation provisions, costing proposals, and implementing negotiated wage changes.

  Benefits

  • Support administration of health, dental, vision, life, disability, retirement, wellness, leave, and other employee benefit programs.
  • Analyze, measure and reconcile benefit eligibility, enrollment, utilization, reporting and plan costs.
  • Support annual Open Enrollment, including communications, vendor coordination, system configuration, and auditing.
  • Partner with vendors and third-party administrators to resolve complex benefit issues.
  • Review benefit invoices, enrollment data, eligibility files, and payroll deductions for accuracy and reconciliation.
  • Support retirement plan administration, audits, and regulatory reporting.
  • Support compliance with ACA, ERISA, COBRA, HIPAA, FMLA/CFRA, IRS requirements, and other applicable regulations.
  • Develop reports and analyses to identify benefit, payroll, and eligibility discrepancies.
  • Recommend process improvements that enhance efficiency, compliance, and the employee experience.
  • Develop communications, SOPs, guidance documents, and educational materials.
  • Lead or participate in cross-functional projects involving HR, Finance, Payroll, IT, and operational leaders.
  • Provide technical guidance and training to leaders and HR partners for benefits and compensation.
  • Promote consistent, equitable, and customer-focused HR practices across the organization.
  • Demonstrate System Values in performance and behavior, comply with System policies and procedures, and perform other duties as assigned.

  Pay

  Rate of Pay: $122,616 + DOE annually.

  Qualifications

  • Minimum Education/Experience: Bachelor's degree in Human Resources, Business Administration, Finance, or related field; and 5 or more years relevant experience.
  • Supervisory Responsibilities: None.
  • Required Experience/Qualifications: Five (5) years of progressive experience in compensation, benefits, HR analytics, or a related area; strong knowledge of compensation principles, benefits administration, and regulatory compliance; advanced analytical, problem-solving, and Excel skills; strong communication skills and ability to manage confidential information with discretion; ability to independently manage multiple priorities and projects.
  • Preferred: Experience in a healthcare system, hospital, or medical group environment; experience with UKG Pro or similar HRIS platforms; knowledge of benefits administration systems and vendor integrations; experience with compensation surveys, job evaluation methodologies, and healthcare compensation practices; experience supporting represented employees and collective bargaining environments; CCP, CBP, SHRM-CP/SCP, PHR/SPHR, or related certification.
  • Relevant education or an equivalent combination of education and experience will be considered.
  We should not include any extra sections like Skills. Ensure no empty headings. Check that we didn't include boilerplate like "Reasonable accommodations may be made..." That's substantive? It's a standard statement but it's part of qualifications. It's okay to keep? It's not boilerplate? It's a standard EEO statement but might be considered boilerplate. The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. The line "Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions." is EEO/accommodation statement, likely boilerplate. Should remove. Also "To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required." That's generic but maybe keep? It's part of qualifications intro. Might be considered boilerplate but it's directly tied to the posting. Safer to keep? The instruction says remove EEO/equal-opportunity boilerplate. That line is not exactly EEO but it's a generic qualifier. I'd keep it as part of qualifications but maybe remove to be safe. However we need to preserve ALL substantive information; removing that line might be removing substantive? It's generic but still part of posting. I'd keep it as part of qualifications paragraph rather than bullet. But we already have bullet list; we could include a

  before the list. Let's add a

  after the heading Qualifications: "To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required." Then the bullet list. We must also remove "Supervisory Responsibilities No supervisory responsibilities." That's substantive; we can include as bullet. Let's adjust Qualifications section:

  Qualifications

  To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.

  • Minimum Education/Experience: Bachelor's degree in Human Resources, Business Administration, Finance, or related field; and 5 or more years relevant experience.
  • Supervisory Responsibilities: None.
  • Required Experience/Qualifications: Five (5) years of progressive experience in compensation, benefits, HR analytics, or a related area; strong knowledge of compensation principles, benefits administration, and regulatory compliance; advanced analytical, problem-solving, and Excel skills; strong communication skills and ability to manage confidential information with discretion; ability to independently manage multiple priorities and projects.
  • Preferred: Experience in a healthcare system, hospital, or medical group environment; experience with UKG Pro or similar HRIS platforms; knowledge of benefits administration systems and vendor integrations; experience with compensation surveys, job evaluation methodologies, and healthcare compensation practices; experience supporting represented employees and collective bargaining environments; CCP, CBP, SHRM-CP/SCP, PHR/SPHR, or related certification.
  • Relevant education or an equivalent combination of education and experience will be considered.
  Now check for any leftover boilerplate: We removed "Reasonable accommodations may be made..." Good. Check Pay section: we included Rate of Pay: $122,616 + DO