Compensation Analyst

Cheyenne Regional Medical Center•Cheyenne, WY

About The Position

The Compensation Analyst supports the design, implementation, and administration of cost-effective compensation programs to ensure the organization can attract, retain, and support qualified employees while remaining competitive, equitable, and compliant. This role analyzes pay data, conducts market pricing, supports annual compensation cycles, and partners with Human Resource (HR) and business leaders on compensation decisions.

Requirements

Excellent verbal, written and interpersonal communication skills
Ability to develop and apply procedures in complex assignments
Knowledge of compensation and the development and implementation of compensation plans
Strong analytical skills and proficient in Microsoft Office Suite
Ability to analyze, design, test and implement systems and applications
Ability to demonstrate independent work initiative, sound judgment and attention to detail
Ability to effectively communicate with diverse stakeholder populations
Ability to handle multiple tasks simultaneously and adapt to rapidly changing priorities
Bachelor’s degree or higher and two (2) or more years of Human Resources experience
OR, Associate’s degree and four (4) or more years of Human Resources experience

Nice To Haves

Human Resources Certification(s) (i.e. PHR, SPHR, SHRM-CP, SHRM-SCP, CCP, CHHR)
Prior healthcare experience

Responsibilities

Assists in the analysis, design, and administration of employer compensation programs.
Participates in compensation and/or HR projects; work may involve complex analysis of large data sets providing comprehensive recommendations for all jobs across the organization.
Proactively researches, evaluates and recommends pay structures and compensation practices for current and new positions.
Provides advice, guidance and training to leaders, department managers, employees, and HR colleagues in the interpretation and administration of compensation programs and policies.
Reviews salary adjustment requests and position approval proposals for all positions; makes recommendations based on internal equity and external competitiveness.
Manages Job Description process. Partners with leaders to determine position responsibilities and minimum requirements.
Performs wage analysis for new hires, changes of status, and off-cycle requests.
Participates in salary surveys to collect and analyze information on competitive positions.
Maintain and support compensation data and processes within the HR information system (HRIS).