Compensation Analyst

Stanford Health Care•Palo Alto, CA

2d•$53 - $70•Onsite

About The Position

The Compensation Analyst supports the design, administration, and compliance of the organization's compensation programs through data analysis, market research, job evaluation, and compensation administration. This position serves as the primary resource for conducting Fair Labor Standards Act (FLSA) audits and exemption analyses, ensuring positions are appropriately classified and compliant with applicable federal and state wage and hour regulations.

Requirements

At least four (4) years of progressive experience in HR or Compensation required.
Deep knowledge of HR programs, policies, and procedures for employee records and compensation.
Ability to coach employees and managers on complex issues related to compensation.
Demonstrated ability to complete transactions related to compensation.
Ability to draw on industry, business, and technical knowledge in compensation to provide excellent service to SHC employees.
Ability to quickly gain knowledge in additional functional areas to support customer inquiries across the organization.
Ability to work efficiently and effectively while maintaining attention to detail.
Strong written and verbal communication skills.
Demonstrated customer-orientation, including ability to diffuse challenging situations and maintain a professional and courteous demeanor and tone.
Ability to prioritize workload and provide timely follow-up and resolution.
Skilled in conducting research and using existing knowledge to resolve inquiries/requests.
Ability to maintain confidentiality of sensitive information.

Nice To Haves

Healthcare experience a plus.
Bachelor’s degree in a work-related discipline/field from an accredited college or university preferred.

Responsibilities

Lead the organization's Fair Labor Standards Act (FLSA) review process by conducting exemption analyses, auditing job classifications, documenting findings, and partnering with HR and business leaders to ensure compliance with federal and state wage and hour regulations.
Research, analyze, and evaluate new and existing positions to determine appropriate job classification, FLSA status, pay grade assignment, and internal equity.
Perform job evaluations using established compensation methodologies and document the rationale for classification and compensation decisions.
Support compensation compliance activities related to FLSA, Equal Pay, wage transparency, and other applicable federal and state regulations.
Maintain current knowledge of compensation trends and changes to compensation-related laws and regulations.
Conduct market pricing analyses using salary survey data and compensation tools to develop competitive pay recommendations.
Prepare compensation analyses and recommendations for hiring, promotions, market adjustments, equity adjustments, retention requests, and other compensation actions.
Analyze compensation data to identify trends, pay compression, equity concerns, and opportunities to improve compensation programs.
Assist with the administration of annual compensation programs, including merit, incentive, market adjustment, and salary structure review processes.
Audit employee and position data within the HRIS to ensure compensation-related information is accurate, complete, and aligned with organizational policies.
Maintain job descriptions and compensation documentation to ensure accuracy, consistency, and compliance.
Develop reports, dashboards, and ad hoc analyses to support compensation planning, budgeting, and leadership decision-making.
Identify opportunities to improve compensation processes through automation, process standardization, and data quality initiatives.
Partner with Talent Acquisition by providing market data, salary recommendations, and compensation guidance for recruiting and hiring activities.
Respond to compensation-related inquiries from HR partners, managers, and employees regarding compensation policies, practices, and procedures.
Assist in the development, implementation, and documentation of compensation policies, procedures, and standard operating practices.
Participate in compensation projects, organizational restructures, and other special initiatives.
Maintain confidentiality of sensitive employee, organizational, and compensation information while exercising sound judgment in handling confidential data.
Perform other duties as assigned.