Compensation Analyst

BEACON BEHAVIORAL SUPPORT SERVICES•Dallas, TX

13h•Remote

About The Position

The Compensation Analyst supports the design, administration, and evaluation of Beacon’s compensation programs. This position creates and maintains salary structures, conducts market analyses, evaluates positions, develops job descriptions, and manages position data.

Requirements

Working knowledge of the Fair Labor Standards Act and other compensation-related laws and regulations.
Expert Microsoft Excel skills, including pivot tables, VLOOKUP, XLOOKUP, INDEX/MATCH, complex formulas, data validation, and large-data-set analysis.
Strong analytical, quantitative, research, financial-modeling, and problem-solving skills.
Strong written communication skills, including the ability to create accurate and consistent job descriptions, policies, and executive summaries.
Ability to balance market competitiveness, internal equity, employee experience, regulatory requirements, and Beacon’s financial priorities.
Strong consultation, presentation, collaboration, project-management, and stakeholder-management skills.
Ability to manage multiple priorities independently while maintaining accuracy, confidentiality, and attention to detail.
Three or more years of professional compensation experience.
Three or more years of experience using Microsoft Excel, with expert proficiency in pivot tables, VLOOKUP, XLOOKUP, INDEX/MATCH, and advanced formulas.
Demonstrated experience with salary structures, market pricing, job evaluation, job descriptions, position management, and compensation data analysis.

Nice To Haves

Experience supporting multiple salary structures, service lines, geographic markets, or employee populations.
Experience working in a large, complex, multi-entity, highly regulated, or rapidly growing environment.
Experience supporting merit planning, pay-equity reviews, organizational restructures, acquisitions, or Beacon integrations.
Certified Compensation Professional (CCP).

Responsibilities

Create, implement, and maintain Beacon’s salary structures, pay grades, salary ranges, differentials, premiums, stipends, and other compensation programs.
Analyze salary structures and recommend adjustments based on market movement, Beacon’s needs, compensation philosophy, and budget considerations.
Calculate and evaluate compa-ratios, range penetration, grade spreads, midpoint differentials, pay compression, and other compensation metrics.
Support annual merit planning, promotions, market adjustments, equity adjustments, retention payments, and incentive programs.
Identify appropriate benchmark positions and evaluate survey matches based on responsibilities, scope, level, industry, and geography.
Participate in compensation surveys and maintain supporting market-pricing documentation.
Analyze market trends and identify positions, job families, or employee groups requiring compensation review.
Conduct pay-equity, pay-compression, wage-gap, and internal-equity analyses and recommend corrective actions.
Evaluate new, revised, and existing positions to determine the appropriate job title, job family, career level, salary grade, salary range, and FLSA classification.
Create, review, revise, and maintain job descriptions that accurately reflect essential functions, responsibilities, qualifications, reporting relationships, scope, and decision-making authority.
Maintain standardized job titles, job codes, career levels, job families, and qualification requirements.
Maintain Beacon’s centralized job-description library with appropriate documentation, approvals, and version control.
Create, update, audit, and deactivate positions within Beacon’s HRIS and position-management systems.
Ensure position data accurately reflects approved job codes, titles, departments, cost centers, reporting relationships, FTE status, funding, salary grades, and budgeted compensation.
Partner with Finance and Beacon leaders to reconcile authorized, budgeted, filled, vacant, frozen, and eliminated positions.
Support Beacon’s organizational restructures, workforce planning, and integrations by establishing and aligning positions, reporting relationships, job architecture, and salary structures.
Perform regular data audits and resolve errors, duplicate records, inconsistencies, and missing information.
Provide consultation regarding offers, promotions, transfers, reorganizations, retention concerns, market adjustments, and other compensation decisions.
Support compliance with the Fair Labor Standards Act, equal-pay requirements, pay-transparency laws, minimum-wage requirements, and other applicable regulations.
Develop Beacon compensation policies, procedures, guidelines, communication materials, training resources, and standard operating procedures.