Compensation Analyst II

Modivcare

8d•$90,000 - $105,000

About The Position

The Compensation Analyst II supports the day-to-day administration, analysis, and maintenance of Modivcare’s compensation programs, systems, and processes. The role provides compensation reporting, salary survey administration, market pricing, compensation data audits, and support for compensation transactions. It also assists with annual merit, promotion, and short-term incentive plan cycles, helping ensure accurate employee compensation data across HR systems. In partnership with Compensation leadership, HR Business Partners, Finance, Payroll, HRIS, and Talent Acquisition, the analyst supports timely and consistent administration of compensation programs in accordance with company policies and applicable requirements. The position also supports compensation program assessments, incentive plan administration, policy implementation, and leadership materials; responds to compensation inquiries; and identifies opportunities to streamline reporting, data validation, and administration processes. Complex decisions, policy exceptions, and program design matters are escalated to the Director - Compensation.

Requirements

Three or more years of relevant compensation experience, including compensation analysis or administration.
Advanced Microsoft Excel skills, including pivot tables, lookup functions, complex formulas, data validation, and reconciliation of large datasets.
Strong analytical, organizational, and problem-solving skills, with exceptional attention to detail and accuracy.
Ability to manage recurring deadlines, multiple stakeholder requests, and confidential employee compensation information.
Ability to identify data inconsistencies and work effectively with HRIS, Payroll, Finance, and HR partners to resolve issues.
Clear written and verbal communication skills and a strong service orientation.
Working knowledge of compensation administration, market benchmarking, salary survey processes, and applicable wage and hour requirements.
Ability to follow established controls and procedures, work independently, and escalate complex issues appropriately.

Nice To Haves

Bachelor's degree in Human Resources, Business, Finance, Accounting, Mathematics, or a related field; equivalent education and experience considered.
Experience with Workday HCM and Compensation; Workday Advanced Compensation experience is beneficial.
Experience with PayFactors/PayScale or similar market-pricing software; familiarity with ADP or multiple HR systems.
Experience administering salary surveys and supporting annual merit or incentive planning cycles.
Certified Compensation Professional (CCP) or Global Remuneration Professional (GRP) coursework or certification.

Responsibilities

Administer recurring compensation operations, including reviewing approved pay changes, offer compensation, bonuses, allowances, and other compensation transactions in Workday and applicable HR systems, within established approval authority.
Coordinate annual compensation survey submissions by collecting and validating employee compensation data, preparing submission files, tracking deadlines, and maintaining survey records.
Prepare recurring and ad hoc compensation reports, employee data extracts, and analyses for Finance, business lines, HR Business Partners, Talent Acquisition, and other internal stakeholders.
Support annual merit, promotion, and STIP planning cycles by preparing and reconciling employee data, validating eligibility, maintaining planning files, auditing recommendations, tracking exceptions, and assisting with final payout validation.
Perform recurring compensation data audits across Workday, ADP, and related systems; identify discrepancies and coordinate corrections to pay grades, job profiles, compensation plans, incentive eligibility, and compensation records.
Conduct monthly minimum wage audits for applicable employee populations; track federal, state, and local wage changes and coordinate required updates with HR, Payroll, and HRIS.
Maintain job profiles, salary ranges, market matches, survey information, and compensation data within PayFactors and other systems; support data refresh, data quality, and integration activities.
Conduct market pricing and job benchmarking; analyze internal and external salary data and support job evaluation, job architecture maintenance, and salary range recommendations.
Facilitate employee referral bonus payouts, cell phone allowance administration, compensation-related one-time payments, and merit releases following leaves of absence, as applicable and in partnership with Payroll and HRIS.
Prepare and maintain compensation procedures, process documentation, reporting schedules, and audit evidence.
Provide data and analytical support for compensation program assessments, incentive plan administration, compensation policy implementation, and leadership materials as requested.
Respond to compensation inquiries and collaborate with business stakeholders, escalating policy exceptions, complex decisions, and program design matters to the Director - Compensation.
Identify opportunities to streamline routine reporting, data validation, and compensation administration processes; perform other related duties as assigned.