Compensation Analyst

Sheppard Pratt • Towson, MD

24d • $62,387 - $99,600

About The Position

The Compensation Analyst supports compensation programs and services at Sheppard Pratt. The role prepares and maintains job descriptions, classifications, and pay scales; evaluates jobs and duties to determine exempt or nonexempt status and appropriate pay ranges; and maintains compensation data in HRIS and related systems. The analyst gathers employee, manager, and market information, conducts compensation analysis, and prepares reports to support competitive and equitable pay decisions.

The position also supports compensation policy administration, regulatory compliance, recruiters and management, and collaboration with Payroll, IT, Finance, and Human Resources colleagues. It contributes to integrating Community Services compensation and job descriptions into a combined compensation program and participates in other projects as needed.

Requirements

• Bachelor's degree in Human Resource Management, Business Administration, or a related field; CCP or HRCI/SHRM certification may be substituted for the degree.
• At least 2 years of compensation analyst experience.
• Excellent verbal and written communication skills.
• Comprehensive knowledge of human resource laws, regulations, and best practices.
• Extensive knowledge of quantitative and qualitative research methods.
• Excellent organizational and time management skills.
• Proficiency with Microsoft Office Suite or similar software.
• Demonstrated attention to detail and accuracy in maintaining data, files, and systems.
• Analytical ability to extract and analyze data from written material, observation, and communications; make statistical calculations; and develop reports and systems that facilitate efficient decision-making.

Nice To Haves

• CCP, HRCI, or SHRM certification.
• Compensation analyst experience in a healthcare, nonprofit, or education environment.

Responsibilities

• Provide quality services to Sheppard Pratt managers, employees, and applicants, maintaining confidentiality and fairness in communications and actions.
• Prepare and maintain job descriptions that accurately reflect the work performed by incumbents.
• Interview and survey employees and managers to gather and document job, organizational, and occupational information, including duties, responsibilities, and required skills.
• Assess jobs and duties to determine exempt or nonexempt classification and appropriate pay ranges.
• Prepare and maintain job classifications and pay scales.
• Maintain active position and pay scale data in HRIS, communicate data to Finance for budget software and planning, and prepare and distribute reports as needed.
• Document and maintain policies and practices subject to leadership approval; administer and communicate approved policies and practices; review them and recommend revisions when necessary.
• Plan and communicate preferred methods and best practices for compensating employees.
• Work with IT to import files for general pay increases, market adjustments, and related mass changes, while ensuring data integrity.
• Participate in compensation surveys, gather market data, and benchmark jobs against survey data and other market intelligence to determine competitive ranges.
• Use spreadsheets and data analysis techniques to assess survey results and market trends.
• Maintain knowledge of economic conditions, labor markets, the competitive landscape, and compensation trends and best practices.
• Advise management on applicable state and federal employment regulations, compensation policies, and human resource procedures.
• Explain and maintain knowledge of policies and legal constraints and communicate them effectively to managers and employees.
• Complete records, reports, and other documentation required by federal, state, and provider rules, regulations, and policies.
• Consult with recruiters on job offers and pay equity reviews.
• Collaborate with the Payroll Manager to ensure payroll reflects approved policies, practices, and legal requirements.
• Collaborate with HR staff across practice areas on compensation issues and broader Human Resources projects.
• Coordinate integration of Community Services compensation and job descriptions into a combined compensation program.
• Participate in other projects and assignments as needed.

Benefits

• Professional development, including a comprehensive tuition reimbursement program for ongoing education and licensure and/or certification preparation.
• Medical, dental, and vision benefits for benefit-eligible positions.
• 403b retirement match.
• Generous paid time off for benefit-eligible positions.
• Complimentary Employee Assistance Program (EAP).
• Mileage reimbursement program.

What This Job Offers

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