Compensation Analyst

Nexus Family Healing•Plymouth, MN

17d•$80,000 - $90,000•Hybrid

About The Position

Nexus Family Healing is hiring a full-time Compensation Analyst for a hybrid opportunity within Minnesota. The role designs and uses compensation reporting, analysis, and costing tools to support decisions that help the organization attract, engage, develop, and retain talent. The analyst makes recommendations aligned with organizational talent and financial goals while supporting pay transparency, equitable and compliant pay practices, and Nexus Family Healing’s mission, ICARE values, and policies. The Compensation Analyst develops compensation analysis methods and reporting capabilities; advises HR leaders on new-hire compensation, pay ranges, promotions, pay equity, and policy interpretation; and collaborates with Compensation, HR, and HRIS colleagues. The role prepares compensation reports and costing tools, supports quarterly and annual compensation planning, conducts market and internal equity analysis, and presents findings and recommendations to leadership. It also supports pay audits, incentive and bonus plan maintenance, and compliance with applicable state and federal compensation regulations.

Requirements

Bachelor’s degree in Human Resources, Finance, Business Management, or a related field.
3 years of experience designing, delivering, and analyzing compensation programs.
3 years of experience designing and analyzing data-driven decision-making tools and resources.
Advanced Microsoft Excel skills and experience with Word and PowerPoint.
Knowledge of laws and regulations applicable to base and incentive compensation.
Valid driver’s license.

Nice To Haves

Certified Compensation Professional (CCP).
Master’s degree in Human Resources, Finance, Business Management, or a related field.
SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP).
5 or more years of experience designing, delivering, and analyzing compensation programs.
5 or more years of experience designing and analyzing data-driven decision-making tools and resources.

Responsibilities

Develop and implement practical compensation and costing analysis solutions aligned with organizational priorities, total rewards, and industry practices.
Design and maintain compensation analysis methodologies and reporting capabilities supporting long-term total rewards goals.
Advise HR leaders on new-hire compensation, pay ranges, promotional increases, pay transparency, compensation policies, and pay equity.
Collaborate with the Compensation Director, HR leaders, and HRIS professionals to develop reporting requirements, tools, and measures.
Facilitate requirements-gathering sessions with organizational leaders to inform compensation costing and analysis tools.
Develop reporting measures with Total Rewards and HRIS colleagues, maintain pay structures, and prepare and present reports to leadership.
Partner with HRIS on projects supporting shared goals.
Design costing tools for base, variable, and bonus compensation across the organization and its agencies, departments, states, or other segments.
Design and present tools for analyzing annual performance and merit increases by performance category and organizational cost.
Provide regular analysis for compensation processes, projects, and initiatives in response to changing business needs.
Support quarterly and annual compensation planning cycles, including planning, costing, accounting, aging, projections, scenarios, and formulas.
Serve as the subject matter expert for compensation reporting; analyze and present themes, gaps, and opportunities with strategic recommendations to the Compensation Director.
Develop policies and communications addressing wage compression and equal pay; conduct internal audits and present findings to HR leaders.
Update and maintain incentive and bonus systems, including employee data and plan-design features.
Use statistical methods, including multiple regression, to explain relationships between pay and factors such as position, performance, and gender.
Maintain knowledge of compensation data sources, salary surveys, collection methods, data cuts, and the organization’s compensation strategy; oversee salary-survey participation as applicable.
Review internal equity and advise leaders on pay recommendations.
Conduct market analysis of base, merit, and incentive programs with the Compensation Director.
Monitor compensation market tools, trends, analysis methods, and regulatory requirements; develop solutions to support competitiveness and compliance.
Conduct quarterly and annual pay audits to identify potential gender and racial pay disparities across organizational units and states.
Maintain compliance with applicable state and federal compensation laws and regulations.