Senior Compensation Analyst

Job Details

RESPONSIBILITIES

Job Architecture and Job Evaluation

Reviews, monitors, and approves job descriptions in partnership with HR and Recruiting and business stakeholders to ensure job descriptions are accurate, current, and appropriately reflect role scope, responsibilities, and required qualifications.
Supports the development, maintenance, and governance of job architecture, including job families, levels, titling conventions, and role alignment across the organization.
Performs job evaluation activities for new and existing roles using established methodologies and market-based practices.
Determines appropriate job level, salary grade, and FLSA exemption status, where applicable, for new and revised positions.

Market Pricing and Salary Surveys

Performs market pricing and internal equity reviews for positions across multiple functions and geographies.
Evaluates survey matches and market data quality to support accurate and reliable compensation analysis.
Monitors compensation market trends, pay movement, and emerging practices across key labor markets.

Compensation Analysis and Administration

Analyzes compensation data including base pay, spot bonuses and shift differentials to support hiring, promotions, transfers, retentions, and other pay actions for full-time, part-time, and PRN employees.
Works with HR Generalists and business leaders to evaluate salaries for new hire offers, promotions, transfers, retentions, and other ad hoc adjustments as requested.
Assists with the preparation, implementation, and maintenance of salary structures, ranges, and compensation guidelines.
Provides data-driven recommendations that balance market competitiveness, internal equity, business needs, and compensation philosophy.

Annual Compensation Programs

Assists in the planning, preparation, and administration of the annual merit process.
Supports development of merit planning tools, guidelines, reports, and communications.
Answers questions and provides guidance to HR team and managers on organizational philosophy, pay-for-performance, salary positioning, and system-related issues.
Assists in the administration of the annual incentives (cash bonus and stock), including data validation, and reporting activities as needed.
Conducts audits and analysis during and after annual compensation cycles to ensure accuracy, consistency, and adherence to guidelines.

Pay Equity, Pay Transparency, and Compliance

Supports pay equity analyses to identify trends, risks, and opportunities for improvement across employee populations and geographies.
Assists in evaluating compensation outcomes to promote fair and consistent pay practices.
Supports pay transparency readiness and compliance activities, including analysis, documentation, and response preparation as requirements evolve across jurisdictions.

QUALIFICATIONS

Bachelor’s degree in Human Resources, Business, Finance, Accounting, or related field required.
Minimum of five years of progressive compensation experience required, including experience in job evaluation, market pricing, salary surveys, and compensation administration.
Experience participating in annual merit and incentive processes required.
Experience with compensation databases, HR systems, and reporting tools required.
Experience supporting compensation programs in multi-state healthcare organization preferred.
Experience in pay equity analysis, job architecture, and pay transparency initiatives preferred.
Certified Compensation Professional (CCP) designation preferred.

KNOWLEDGE, SKILLS & ABILITIES

Strong knowledge of compensation principles and practices, including market pricing, job evaluation, salary structures, pay administration, and annual compensation planning.
Working knowledge of job architecture concepts, including job families, leveling, titling, and governance practices.
Knowledge of pay equity and pay transparency concepts, practices, and emerging regulatory requirements.
Strong Microsoft Office Suite skills, with advanced proficiency in Excel required.
Strong data analysis, interpretation, and problem-solving skills, including the ability to work with large datasets and translate findings into practical recommendations.
Ability to communicate effectively with employees and leaders at all levels of the organization and across diverse geographies.
Ability to exercise sound judgment and maintain confidentiality when handling sensitive compensation information.
Strong attention to detail, organizational skills, and ability to manage multiple priorities in a fast-paced environment.
Ability to build effective partnerships with HR, management, and cross-functional stakeholders.
Ability to balance strategic thinking with hands-on execution and process administration.
Experience working with HRIS, compensation systems, and reporting tools; ability to learn and adapt to evolving systems and processes. Workday experience is a plus.

COMPENSATION & BENEFITS