SR COMPENSATION ANALYST-TOTAL REWARDS

Premier Health•Dayton, OH

1d•Hybrid

About The Position

The Senior Compensation Analyst will facilitate the design, development, execution, and communication of the organization’s compensation programs, tools, and processes. This may include advanced data analysis, position benchmarking, equity adjustments, salary offers, market adjustments, organizational restructuring, and legal compliance of organizational pay practices.

Requirements

Bachelor's degree in Human Resources, Business or related area.
3-5 years of job-related experience required.
2-4 years’ Compensation experience.
Demonstrated advanced competency with spreadsheet software and HRIS applications.

Nice To Haves

Experience in a healthcare environment strongly preferred.
Exempt professional experience in Human Resources, Finance, Analytics, Managerial

Responsibilities

Serve as the central point of contact for Lawson end users regarding compensation system issues and data requests.
Work as a liaison between the HRIS team and the end users to ensure that required reporting and understanding of Lawson is met.
Act as a liaison to managers and employees on issues relating to compensation programs and practices.
Perform monthly audits within the HRIS system to ensure that the integrity of data follows the strategic organizational goals that PH has set forth.
Provide support to the Sr Compensation Analyst-Project Consultant by analyzing survey data, evaluating positions and classification systems within the legal confines of state and federal regulations, including the Fair Labor Standards Act.
Assist in communication and modification to the compensation programs to meet strategic organizational goals.
Work across all levels of the organization to receive and gather information regarding equity issues, job evaluations, salary administration, and survey data.
Represent the hospital to a variety of outside organizations regarding compensation data.
Act as the project leader for the implementation of divisions within the organization to move to an automated process to track/monitor licensures.
Work with the IT department to ensure the licensure monitoring software is working effectively to monitor the automation of imagery storage to be compliant with the organization’s policies.
Act as the project lead for the design and implementation of career ladders within the organization. Will also reevaluate when appropriate to ensure the program is still competitive to market.
Act as the point of contact for the processing of all reassignment and transitional pay changes within the organization.
Acts as back-up to the Sr Compensation Analyst-Project Consultant in his/her absence regarding inquiries about compensation policies and practices and determination of appropriate salary increases and/or adjustments.