Compensation Analyst

OMNI FAMILY HEALTH•Bakersfield, CA

14h

About The Position

Under the supervision of the Director of Human Resources (DHR) and the Chief Human Resources Officer (CHRO) the Compensation Analyst will develop compensation structures to optimize hiring and maximize employee retention by analyzing remuneration packages and job descriptions. The Compensation Analyst will ensure Omni Family Health (Omni) is competitive in the areas of salaries and employee benefits by analyzing employees’ experience and job duties, and by taking the company’s financial performance into consideration.

Requirements

Bachelor’s degree in business administration or human resources preferred.
Certified Compensation Professional or similar certification required.
Minimum of (3) years of work experience as a Compensation Analyst.
Proficient with Microsoft Word, Outlook, Excel, and HRIS systems required.
Proficient with compensation research and data analysis.
Excellent communication (both oral and written), time management and organizational skills required.
Demonstrated proactive approaches to problem solving, with strong decision-making capability.
Proven ability to handle confidential information with discretion.
Ability to work under pressure and handle multi-functions in proficient and efficient manner.
Able to function independently and create his/her own initiative to progress and succeed.
Promotes and believes in Omni’s mission statement.
Ability to relate to the public regardless of race, ethnicity, religion, age, sex, disability or economic status.

Nice To Haves

Knowledge of human resource laws, regulations and best practices preferred.

Responsibilities

Prepares and maintains job descriptions for each position in the organization. Ensures job descriptions accurately reflect the work being performed by incumbents and align with salary analysis.
Collaborates with leadership to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job.
Assess jobs and their respective duties to determine classification as exempt or nonexempt and determine appropriate salary range.
Benchmarks jobs against survey data and other market intelligence to determine competitive compensation rages for each position.
Develops and maintains job classifications and salary grades / scales.
Responsible for reviewing and approving salary recommendations for offers of employment, transfers, re-classifications, promotions or demotions.
Prepares and presents summary reports of job analysis and compensation analysis information.
Tracks and participates in salary surveys to ensure the organization is receiving compensation data that aligns with new trends and best practices.
In partnership with department leadership, collaborates in the planning, coordination, facilitation and administration of all salary adjustment programs for employees.
Responsible for data entry, in HRIS system, of compensation changes related to approved salary adjustment programs.
Manages Personnel Requisition (PR) process. Including the development, training and implementation of automated process, review and process of PRs and generating status reports; as requested by DHR or CHRO.
Advises leadership on applicable state and federal employment regulations, benefits and compensation policies, human resources procedures, and collective agreements.
Other duties and/or responsibilities as the DHR or CHRO may assign from time to time.
Health Insurance Portability and Accountability Act (HIPAA) compliance: Responsible for maintaining abreast of and in compliance with all HIPAA regulations and requirements.
Compliance: Ensure compliance with all local, state and federal regulations.
Quality Assurance/Quality Improvement (QA/QI): Participate as required in QA/QI activities and contribute towards the overall quality improvement initiatives of the organization.
Information Technology (IT): May be required to learn and use core technical or technology systems as required by the job function, policies, and procedures.
Patient Centered Medical Home (PCMH): All employees will participate in PCMH at Omni Family Health.
Audits: Actively contributes to required Health Resources and Services Administration (HRSA) Operational Site Visit (OSV), The Joint Commission, and other audit events.