Compensation Analyst

Westchester Medical Center•Valhalla, NY

About The Position

The Compensation Analyst supports the design, administration, and continuous improvement of compensation for the network. Responsibilities: Coordinates and manages job evaluations to ensure equitable and consistent establishment of job standards and worth and presents findings to appropriate parties. Audits jobs for content and assists managers with development and maintenance of job descriptions that accurately reflect job responsibilities. Responsible for managing the salary structure and job hierarchy. This includes participating in salary surveys and utilizing survey data to determine the necessity of structure shifts as well as ensuring the internal equity within the job hierarchy. Analyzes, prepares, and communicates recommendations with the appropriate executive level approvers. Analyzes market data as well as knowledge of market trends and the decisions of both the business units and other local employers. Conducts special compensation analysis to determine competitiveness and develops creative design and solutions for retention and other goals of the organization. Responsible for ensuring compliance with all compensation related legislation, including FLSA. Works with Manager of Compensation, Talent Acquisition team and hiring managers to determine the salary and bonus for offers of employment by utilizing market data as well as internal data and ensures both market and internal equity. Serves as a consultant to all HR Business Partners and leaders with regards to compensation philosophy and processes, as well as the administration of individual employee pay.

Requirements

2 or more years experience in Human Resources
Minimum one year specialized experience in compensation required.
Bachelor’s degree in Finance, Accounting or business-related field or equivalent combination of technical and functional experience required.
Demonstrated strong analytical, math, and negotiation skills
Ability to successfully perform independent in-depth analysis and present findings.
Knowledge of compensation programs and laws including base pay and variable pay.
Outstanding organizational ability.
Must be highly proficient in Microsoft Excel.
Proficiency in HRIS database management, analysis, logic, and report generation.
Ability and confidence to work as a credible partner within the Human Resources department, and operational staff.
Outstanding verbal and written communication
Above average facilitation and presentation skills.
Attentive to detail and follow-up; deadline oriented; very strong ability to prioritize and multi-task.
Demonstrated ability to develop and implement process enhancements and efficiencies.
Ability to maintain high level of confidentiality and professionalism.

Nice To Haves

Hospital or healthcare setting strongly preferred.
Certified Compensation Professional (CCP) certification, or currently in pursuit of CCP designation preferred.
Knowledge of Workday highly desirable.

Responsibilities

Coordinates and manages job evaluations to ensure equitable and consistent establishment of job standards and worth and presents findings to appropriate parties.
Audits jobs for content and assists managers with development and maintenance of job descriptions that accurately reflect job responsibilities.
Manages the salary structure and job hierarchy.
Participates in salary surveys and utilizes survey data to determine the necessity of structure shifts.
Ensures internal equity within the job hierarchy.
Analyzes, prepares, and communicates recommendations with the appropriate executive level approvers.
Analyzes market data as well as knowledge of market trends and the decisions of both the business units and other local employers.
Conducts special compensation analysis to determine competitiveness and develops creative design and solutions for retention and other goals of the organization.
Ensures compliance with all compensation related legislation, including FLSA.
Works with Manager of Compensation, Talent Acquisition team and hiring managers to determine the salary and bonus for offers of employment by utilizing market data as well as internal data and ensures both market and internal equity.
Serves as a consultant to all HR Business Partners and leaders with regards to compensation philosophy and processes, as well as the administration of individual employee pay.