Compensation Analyst

Compensation Analyst

Regular

Exempt

GENERAL DESCRIPTION:

Responsible for providing professional guidance and support to detail-oriented focused on the operational aspects of compensation management. Research job requirements and evaluate job positions to ensure the company is competitive in the areas of compensation through collecting, analyzing, and maintaining compensation-related data.

ESSENTIAL FUNCTIONS:

• Gathers and organizes compensation data, including salary surveys, and internal salary information. Cross-examines and surveys employees and managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job.
• Analyzes compensation data to identify patterns, trends, and anomalies, providing insights that support decision-making. Prepares and presents summary reports of job analysis and compensation analysis information.
• Assists in creating and maintaining accurate and up-to-date job descriptions. Prepares and maintains job descriptions for each position in the organization; ensures descriptions accurately reflect the work being performed by incumbents.
• Participates in salary review processes by providing data and analysis to inform salary adjustments and promotions. Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.
• Assist in conducting market research to gather data on compensation trends and practices in the health plan industry to ensure that the organization's compensation packages remain competitive. Researches and analyzes competitive compensation practices in the job market; contributes to established compensation surveys and/or develops and implements custom surveys as appropriate.
• Generates regular reports on compensation data, trends, and metrics for management's review and decision-making.
• Participates in compensation surveys, and conducts research and market competitiveness, pay equity, and compensation trends. Benchmarks jobs against survey data and other markets to determine competitive compensation ranges for each position.
• Utilizes compensation software and systems to efficiently manage and update compensation data. Support and maintain the updated compensation information in Human Resources systems and ensure that it is correct and accurate.
• Assists with ensuring that compensation practices adhere to relevant labor laws and regulations.
• Prepares organizational charts ensuring changes are reflected in the Human Resources Information System.
• Must comply fully and consistently with all company policies and procedures, with local and federal laws as well as with the regulations applicable to our Industry, to maintain appropriate business and employment practices.
• May perform other duties and responsibilities as assigned, according to the requirements of education and experience contained in this document.

MINIMUM QUALIFICATIONS:

Education and Experience: Bachelor’s degree in Human Resources, Employee Relations, Business Administration, or related field. At least two (2) year of proven work experience related to the duties and responsibilities specified. These duties are related to the administration of compensation programs, which includes: the administration of salary structures, performing job analysis and job evaluation, development of job descriptions, evaluation, and development of short- and long-term incentive compensation plans, and market analysis and salary surveys necessary, ideally in a rapid and complex changing work environment, in the healthcare Industry, preferable.

“Proven experience may be replaced by previously established requirements.”

Certifications / Licenses: N/A

Other: Proficient in Excel. Must be able to comfortably format and analyze spreadsheets as well as create basic PowerPoint presentations.

Languages:
Spanish – Intermediated (comprehensive, writing and verbal)
English – Intermediated (comprehensive, writing and verbal)

“We are an Equal Employment Opportunity Employer and take Affirmative Action to recruit Protected Veterans and Individuals with Disabilities.”