Compensation Analyst

OMNI FAMILY HEALTH•Bakersfield, CA

7d•$75,331 - $94,164

About The Position

Under the supervision of the Compensation and HRIS Supervisor, the Compensation Analyst (CA) of Omni Family Health (Omni) provides analytical support to a growing network of state-of-the-art health centers serving California’s Central Valley. As a member of the organization’s Human Resources (HR) Department, the CA is responsible for supporting the administration of competitive, equitable, and compliant compensation programs aligned with Omni's mission. This role assists with job evaluation activities, salary structures, market and equity analyses, and partners with Human Resources and organizational leaders to support workforce planning, pay practices, and retention efforts. In addition, the CA supports the day-to-day administration of the Human Resources Information System (HRIS), helping to ensure data integrity, effective system functionality, and accurate reporting to support HR operations and organizational decision-making.

Requirements

High School Diploma or GED certificate.
Three (3) years of experience in compensation, recruitment, workforce analytics, or human resources.
HRIS experience, preferably ADP Workforce Now.
Proficient in Microsoft Office Suite (e.g., Word, Outlook, Excel, etc.).
Working knowledge of compensation principles and salary administration.
Working knowledge of federal and state wage and hour laws.
Ability to gather, analyze, and interpret data to identify trends, evaluate compensation information, and support informed business decisions.
Demonstrates a high level of accuracy when reviewing compensation, employee, and organizational data while maintaining data integrity and consistency.
Effectively communicates information and recommendations in a clear, professional manner and builds collaborative relationships with employees and leaders at all levels.
Exercises discretion when handling sensitive employee and compensation information and maintains confidentiality while making sound, objective decisions.
Prioritizes and manages multiple assignments, projects, and deadlines while maintaining quality and meeting established timelines.
Must be alert and respect confidentiality of information of all types “general personnel, and/or patient related information.”
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

Certified Compensation Professional or similar certification preferred.

Responsibilities

Assists with the administration of compensation programs, including pay structures, salary ranges, incentive plans, stipends, and other compensation-related initiatives to support organizational objectives.
Supports the administration, maintenance, and optimization of the HRIS, including data management, system testing, reporting, and troubleshooting activities.
Conducts market research and job benchmarking using compensation surveys and market data to support the development and maintenance of competitive salary ranges.
Assist in the preparation, review, and maintenance of job descriptions, ensuring consistency, accuracy, and alignment with organizational needs and compensation practices.
Partners with department leaders and HR staff to gather and document job, organizational, and workforce information to support compensation analysis and position evaluations.
Performs job evaluations and compensation analyses to support recommendations related to new hires, transfers, promotions, reclassifications, and other personnel actions.
Assist with the administration and maintenance of compensation structures, salary schedules, and compensation-related data.
Develops, prepares, and distributes compensation, workforce, HRIS, and organizational reports to support business operations and informed decision-making.
Conducts routine audits and data validation activities to ensure the accuracy, integrity, and confidentiality of compensation, employee, and HRIS records.
Maintains compensation, job, position, and organizational data within HRIS and other compensation-related systems.
Participates in HRIS-related projects, including system upgrades, integrations, testing activities, process improvements, and implementation initiatives.
Assist with the administration and support of the Personnel Requisition (PR) process, including workflow monitoring, data review, reporting, and user support.
Maintains user documentation, job aids, and standard operating procedures related to compensation and HRIS processes, and assists with user training as needed.
Researches compensation trends, regulatory changes, and industry best practices to support compliance and the continuous improvement of compensation and HRIS programs.
Supports compliance with applicable federal, state, and local laws, regulations, and organizational policies related to compensation, wage and hour requirements, and HRIS data management.
Maintains confidentiality of sensitive compensation, employee, and organizational information and exercises sound professional judgment in handling such information.
Participates in professional development activities to enhance knowledge of compensation, HRIS, workforce analytics, and related Human Resources practices.
Other duties and/or responsibilities as the CA may assigned from time to time.
Some travel may be required.
Health Insurance Portability and Accountability Act (HIPAA) Compliance: Responsible for maintaining abreast of and in compliance with all HIPAA regulations and requirements.
Compliance: Ensures compliance with all local, state, and federal regulations.
Quality Assurance/Quality Improvement (QA/QI): Participates 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 the electronic health record and its components as required by the job functions and highlighted in the policies and procedures. These components include NextGen, Practice Management System (PM), Quality Systems Inc. (QSI), and other electronic features as they are developed and implemented, as applicable to work environment.
Patient Centered Medical Home (PCMH): All employees will participate in PCMH at Omni Family Health.
Audits: Contributes to required Health Resources and Services Administration (HRSA) Operational Site Visit (OSV), The Joint Commission (JC), and other audit events.