Compensation Analyst

Nexus Family Healing•Plymouth, MN

16d•Hybrid

About The Position

Nexus Family Healing is hiring a full-time Compensation Analyst for a hybrid role within Minnesota. The position develops compensation reporting, analysis, and costing tools and interprets data to recommend practices that support the organization’s talent and financial goals. The analyst supports pay transparency and fair, equitable, compliant pay practices while upholding Nexus Family Healing’s mission, ICARE values, and policies. The role works with the Compensation Director, HR leaders, and HRIS professionals to build compensation methodologies, reporting capabilities, and adaptable costing tools. It provides guidance on compensation decisions and develops analyses for pay structures, performance and merit increases, incentive and bonus programs, and compensation planning cycles. The analyst also conducts pay equity audits, market analysis, and regulatory compliance monitoring across the states where Nexus operates. The starting salary range is $80,000–$90,000 annually.

Requirements

Bachelor’s degree in Human Resources, Finance, Business Management, or a related field.
At least 3 years of experience designing, delivering, and analyzing compensation programs.
At least 3 years of experience designing and analyzing data-driven decision-making tools and resources.
Advanced Microsoft Excel skills, with Word and PowerPoint skills and experience.
Knowledge of laws and regulations applying 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 SHRM Senior Certified Professional (SHRM-SCP).
At least 5 years of experience designing, delivering, and analyzing compensation programs.
At least 5 years of experience designing and analyzing data-driven decision-making tools and resources.

Responsibilities

Develop and implement compensation and costing analysis solutions aligned with organizational priorities and total rewards practices.
Design and maintain compensation analysis methodologies and reporting capabilities.
Advise HR leaders on new-hire compensation, pay ranges, promotional increases, pay transparency, policy interpretation, and pay equity.
Collaborate with the Compensation Director, HR leaders, and HRIS professionals to develop requirements, tools, and accurate compensation reports.
Facilitate requirements-gathering sessions with organizational leaders and develop compensation costing and analysis tools.
Partner with Total Rewards and HRIS professionals to establish reporting measures, maintain pay structures, prepare reports, and present findings to leadership.
Create tools to cost base, variable, and bonus compensation across the organization and its agencies, departments, states, or other groupings.
Design and present tools for modeling annual performance and merit increases by performance type and organizational cost.
Provide regular analysis for compensation processes, projects, and initiatives, adapting to changing business requests.
Support quarterly and annual compensation planning cycles with planning, costing, accounting, aging, projections, scenarios, and formulas.
Serve as the subject matter expert for compensation reporting and present themes, gaps, opportunities, and strategic solutions to the Compensation Director.
Develop policies and communication addressing wage compression and equal pay; conduct internal audits and present data to HR leaders.
Maintain incentive and bonus systems with employee data and plan design features.
Use statistical techniques, including multiple regression, to analyze pay in relation to factors such as position, performance, and gender.
Manage knowledge of compensation data sourcing, salary surveys, collection methods, data cuts, and compensation strategy; oversee participation in salary surveys 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, methods, and regulatory requirements, and develop solutions to maintain competitive and compliant pay practices.
Conduct quarterly and annual pay audits to identify potential gender and racial pay disparities across the organization, departments, agencies, and states.
Monitor compensation laws and regulations in Illinois, Maryland, Minnesota, North Dakota, Oregon, and at the federal level.