Compensation Analyst - Total Rewards, Human Resources, Full Time, Days

MarinHealth Medical Center•San Rafael, CA

2d•Onsite

About The Position

The Compensation Analyst - Total Rewards supports the design, administration, analysis, and ongoing governance of MarinHealth compensation programs for represented and non-represented employee populations. The role conducts job evaluations, market pricing, internal equity analyses, compensation modeling, salary administration, and data audits to support competitive, equitable, financially responsible, and compliant pay practices. Working collaboratively with Human Resources, Talent Acquisition, Employee/Labor Relations, Finance, HRIS, and operational leaders, the Compensation Analyst translates market data, organizational structures, collective bargaining provisions, and internal compensation practices into clear, data-driven recommendations. The role maintains a high degree of accuracy, confidentiality, documentation, and follow-through; supports Workday compensation data integrity and reporting; and demonstrates MarinHealth's C.A.R.E.S. values in all consultation, analysis, and decision support.

Requirements

Bachelor's degree in human resources, Business, Finance, Economics, Statistics, or a related discipline required. Equivalent directly relevant education and progressively responsible compensation experience may be considered if consistent with MarinHealth job architecture and Compensation requirements.
Minimum three (3) years of progressively responsible experience supporting compensation analysis, compensation administration, total rewards, or closely related work that includes quantitative pay analysis and compensation decision support.
Demonstrated experience with market pricing, job evaluation/job matching, salary or wage analysis, internal equity review, and compensation reporting.
Experience supporting compensation programs in a healthcare and/or unionized environment preferred.
Experience interpreting and administering compensation provisions contained in collective bargaining agreements preferred.
Experience with HRIS and reporting tools required; Workday Compensation and Workday reporting experience strongly preferred.
Experience supporting annual compensation cycles, salary structures, wage scales, costing models, or pay equity analyses preferred.
Strong quantitative, analytical, and critical-thinking skills with the ability to interpret complex compensation data, identify trends or anomalies, and develop supportable recommendations.
Advanced Microsoft Excel skills, including the ability to analyze and reconcile large data sets and develop clear compensation models and reports.
Working knowledge of compensation principles, market benchmarking, job evaluation, salary structures, internal equity, and pay administration.
Ability to apply established compensation methodologies, policies, collective bargaining provisions, and regulatory requirements consistently and document the rationale supporting recommendations.
Strong attention to detail and data quality, with demonstrated ability to validate calculations, identify discrepancies, and resolve issues before implementation.
Ability to manage multiple priorities and deadlines independently while escalating material risks, exceptions, or policy questions appropriately.
Strong written, verbal, and consultative communication skills, including the ability to explain compensation concepts and recommendations clearly to HR partners and leaders.
Demonstrated discretion and sound judgment when handling confidential employee, compensation, and organizational information.
Proficiency with HRIS, reporting, and data-analysis tools; Workday Compensation experience strongly preferred.

Nice To Haves

Compensation certification such as Certified Compensation Professional (e.g., CCP, GRP, CB) or comparable credential preferred.
Human Resources certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.

Responsibilities

Conducts market pricing and benchmarking using approved compensation surveys, market sources, job content, and consistent job-matching methodology.
Evaluates new and existing positions using job scope, responsibilities, qualifications, organizational relationships, and internal comparators; documents evaluation rationale and recommendations.
Reviews compensation requests for hires, promotions, transfers, reclassifications, equity adjustments, and other pay actions and develops timely, data-supported recommendations consistent with established guidelines.
Analyzes internal pay relationships, range placement, compa-ratios, market position, compression, and other relevant factors to identify compensation risks and support equitable decision-making.
Provides consultative support to HR partners and leaders by clearly explaining compensation methodology, findings, options, risks, and applicable guidelines without making commitments outside delegated authority.
Applies approved compensation provisions contained in collective bargaining agreements and supports administration of wage scales, step progressions, premiums, differentials, and other negotiated pay practices.
Researches and validates compensation actions affecting represented employees and partners with Employee/Labor Relations and HR stakeholders when contract interpretation or exceptions require escalation.
Maintains appropriate documentation supporting represented-employee compensation decisions and assists with audits or reconciliation of negotiated wage changes.
Supports annual merit, market, wage-scale, and other compensation planning processes, including data preparation, validation, testing, reporting, and issue resolution.
Develops compensation analyses, scenarios, and costing models that support organizational planning, budgeting, and leadership decision-making.
Supports preparation of manager guidance, communications, tools, and reference materials for compensation programs and annual cycles.
Maintains accurate compensation-related data, documentation, and records in Workday and other approved systems within assigned authority.
Performs routine and targeted audits of compensation data and transactions; investigates discrepancies, identifies root causes, and coordinates correction or escalation as appropriate.
Develops recurring and ad hoc compensation reports, analyses, and dashboards that are accurate, timely, and appropriate for the intended audience.
Supports pay equity, regulatory, policy, and internal-control reviews by providing validated data, analysis, and documentation.
Maintains awareness of applicable compensation and pay-transparency requirements and escalates potential compliance concerns to the appropriate HR or legal stakeholder.
Uses Workday and approved reporting tools to analyze compensation data, validate job and compensation architecture, and support accurate compensation transactions and reporting.
Partners with HRIS and other stakeholders to test, validate, and troubleshoot compensation configuration, reports, data changes, and process improvements within assigned scope.
Identifies opportunities to improve compensation workflows, controls, reporting, documentation, and data quality while preserving appropriate governance and approvals.
Demonstrates Communication by translating complex compensation information into clear, respectful, audience-appropriate guidance and maintaining effective stakeholder partnerships.
Demonstrates Accountability through accurate analysis, timely follow-through, consistent application of methodology, documentation of decisions, and responsible stewardship of organizational resources.
Demonstrates Respect by protecting confidentiality, listening to stakeholder perspectives, and applying compensation practices consistently and without bias.
Demonstrates Excellence by maintaining current compensation knowledge, using sound analytical methods, identifying improvement opportunities, and producing high-quality work.
Demonstrates Safety by protecting sensitive data, following information-security and organizational policies, and promptly escalating data, compliance, or process risks.
Performs other duties as assigned that are consistent with the purpose, scope, qualifications, and responsibilities of the position.