Compensation Analyst III

Riverside Health System • Newport News, VA

1d • Onsite

About The Position

The Compensation Analyst III Play a critical role in shaping competitive, equitable, and performance-driven pay programs across a dynamic and growing healthcare system. This role leads incentive plan design and modeling, conducts advanced market pricing, and partners with Finance, Operations, and HR to align pay programs with performance, workforce strategy, and regulatory requirements. You'll manage annual merit and incentive cycles in Workday, support job architecture and leveling frameworks, and deliver data‑driven insights that inform pay decisions, pay equity, and organizational design. Working independently on moderately complex initiatives, you'll collaborate closely with HR Business Partners and Talent Acquisition to support recruitment, retention, and performance‑based rewards. Why you'll love this role: You'll have real impact, work on meaningful incentive and market strategy, partner with senior leaders, and help shape how people are rewarded in a mission‑driven healthcare environment.

Requirements

• Bachelors Degree, Human Resources, Business or related field (Required)
• 4-7 years of demonstrated compensation expertise in job analysis, market benchmarking, merit pay and other moderately complex compensation programs. (Required)
• Strong analytical skills and advanced level Excel and Compensation tool skills (e.g., salary surveys, market pricing software)
• Knowledge of FLSA, pay equity, and other wage regulations
• Experience with HRIS systems (e.g., Workday)
• Excellent communication and collaboration skills
• Ability to manage multiple priorities and deliver accurate, data-driven insights
• Ability to collect, analyze large data sets and formulate sound recommendations
• Detail oriented and highly organized
• Strong presentation skills

Nice To Haves

• 2 years Compensation experience in the health care industry (Preferred)
• Certified Compensation Professional (CCP) (Preferred)

Responsibilities

• Manages the merit process in Workday for team member and leadership performance increases. Prior to process launch, audits employee, job, and pay data; reviews pay exceptions; and compiles eligibility reports. Initiates, validates, and closes the merit review process in the HRIS, ensuring all adjustments comply with policy, plan design, and budget parameters. Validates all pay rate increases for accuracy and compliance. Completes post‑merit activities, including Leave of Absence and Job/Status Changes impacting merit rates. Provides leadership with system‑wide and facility‑level metrics and summary statistics following each merit event, as requested.
• Demonstrates expertise in job analysis by evaluating new and updated job descriptions against market survey data to determine competitive compensation ranges. Independently gathers, analyzes, and documents market data using advanced analytical techniques to assess pay range competitiveness and gaps relative to benchmark roles. Supports Compensation Analysts on complex job analysis requests. Develops and presents data‑driven recommendations aligned with organizational pay practices and compensation methodology. Prepares materials for market review meetings, including retention and recruitment metrics by job family. Effectively articulates methodology during market discussions and may lead meetings with support from the Lead Analyst or Manager.
• Independently administers compensation programs, including base pay, incentive plans, commissions, allowances, and merit programs. Maintains compensation plan eligibility rules, experience crediting guidelines, and other program requirements in accordance with plan documentation. Audits compensation plans to identify gaps, develops recommendations, and implements approved solutions. Processes HRIS Enterprise Interface Builder (EIB) transactions for one‑time compensation payments accurately and within required timelines. Manages Compensation Requests: Reviews and routes requests to appropriate compensation team members. Tracks, audits, and ensures pay exception requests are properly documented in the system. Manages email request communications, including archiving completed items and following up on outstanding actions. Provides expert guidance to Talent Acquisition partners on complex offer scenarios. Conducts pay equity assessments and submits recommendations to Total Rewards Leadership for final approval.
• Serves as a senior‑level compensation partner to assigned internal stakeholders, including HR Business Partners, Talent teams, and leaders. Provides responsive, consultative support on strategic pay decisions while ensuring alignment with organizational compensation policies, methodology, and best practices.
• Engages in continuous learning to maintain and enhance expertise in compensation practices, regulatory requirements, and health system compensation policies. Provides guidance and mentorship to Compensation Analysts on market matches, job pricing, and pay history reviews to support consistent decision‑making and preserve institutional knowledge.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level