Compensation and HRIS Business Analyst

Hospital for Special Care•New Britain, CT

About The Position

We are dedicated to creating an environment of care and engagement that makes us one of the most desirable places to work, providing exceptional care to each patient each and every day! Compensation and HRIS Business Analyst HRIS Qualifications: Bachelor’s degree in Human Resources, Business Administration, Economics, Finance, Statistics, or a related field. 3-5 years of experience in HR analytics, HR business analysis, compensation, or benefits roles (combined experience preferred). Experience working with HRIS platforms, Workday preferred Skills and Competencies Strong analytical and quantitative skills with the ability to interpret complex data sets. Advanced proficiency in Excel Knowledge of labor laws, solid understanding of compensation principles, pay equity, and compliance requirements Excellent communication skills with the ability to translate data into clear insights for non-technical audiences. Strong stakeholder management and collaboration skills. High attention to detail and commitment to data accuracy and confidentiality. GENERAL ACCOUNTABILITIES AND ESSENTIAL FUNCTIONS HR Business Analysis Act as a strategic partner to HR and business leaders by providing analytical insights on workforce trends, headcount planning, turnover, productivity, and talent metrics. Develop, maintain, and enhance HR dashboards and reports using HRIS and data visualization platforms. Analyze HR data to identify trends, risks, and opportunities; present findings in clear, executive-ready formats. Support HR initiatives such as organizational design, workforce planning, talent management, and performance management through data analysis. Ensure data accuracy, integrity, and consistency across HR systems and reporting outputs. Collaborate with IT HR teams on system enhancements, data governance, and process improvements using Workday tools. Compensation Analysis Analyze and administer compensation structures, salary bands, plans, and job evaluations to ensure internal equity and market competitiveness. Participate in annual compensation review, including salary survey completion and merit increase modeling. Conduct market pricing and benchmarking using compensation surveys and external market data. Monitor compensation costs; provide insights and recommendations to support budgeting and cost control. Ensure compliance with relevant labor laws, pay equity regulations, and internal policies. Stakeholder and Project Support Support HR leadership with ad hoc analysis. and reporting Contribute to HR projects such as internal audits, compensation practice redesign. Prepare documentation, presentations, and communication materials for leadership and employees as needed. Physical Demands: The physical demands described here are representative of those required to successfully perform the essential functions of this job. Primarily sedentary desk work requiring extended periods of sitting (analyzing data, preparing reports, reviewing pay structures).• Frequent use of a computer, keyboard, mouse, and related office equipment. Occasional walking around the office to meet with HR partners or attend meetings. Occasional lifting and carrying of light informational materials (binders, printed reports), typically under 15 pounds. Visual acuity sufficient to read detailed reports and compensation data accurately. Hearing and speech sufficient for effective professional communication. Work Demands: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Office-based work environment with minimal exposure to physical hazards. Frequent interaction with HR leadership, managers, finance, and external compensation vendors. High volume of computer-based analytical work requiring sustained attention to detail. Periodic peak workloads and deadlines requiring flexibility in scheduling, particularly during annual market and merit cycles, audits, or regulatory reporting periods. Work may require managing multiple projects simultaneously and responding to changing priorities. Occasional interruptions and shifting priorities in response to urgent compliance inquiries or position requests. Cognitive Demands: The cognitive demands listed below are representative of those required to perform the essential functions of this job. This role requires substantial analytical ability and judgment given the technical nature of compensation compliance and evolving Connecticut legal standards. Ability to analyze complex quantitative and qualitative data related to compensation, pay equity, and market competitiveness. Strong critical thinking and problem-solving skills to identify trends, discrepancies, and compliance risks. Ability to interpret and apply federal, state, and local employment and pay transparency regulations. High level of attention to detail and accuracy when working with sensitive and confidential information. Ability to exercise sound judgment and discretion in developing recommendations and handling compensation data. Ability to plan, prioritize, and manage multiple tasks and deadlines independently. Effective written and verbal communication skills to explain technical compensation concepts to non-technical stakeholders. The above accountabilities represent work performed by this position and are not all-inclusive. At HFSC, we are a family. Each person who is a part of our team of 1,300 employees and volunteers offers unique talents and perspectives. We all believe in keeping the same shared value of making our patients the center of what we do. By combining all of our unique skills and shared values we are able to make a positive difference in the lives of our patients. We are dedicated to creating an environment of care and engagement that makes us one of the most desirable places to work. We are an Equal Opportunity Employer and offer a competitive benefits package. Not finding the right fit? Let us know you're interested in a future opportunity by clicking Get Started below or create an account by clicking 'Sign In' at the top of the page to set up email alerts as new job postings become available that meet your interest!

Requirements

Bachelor’s degree in Human Resources, Business Administration, Economics, Finance, Statistics, or a related field.
3-5 years of experience in HR analytics, HR business analysis, compensation, or benefits roles (combined experience preferred).
Experience working with HRIS platforms, Workday preferred
Strong analytical and quantitative skills with the ability to interpret complex data sets.
Advanced proficiency in Excel
Knowledge of labor laws, solid understanding of compensation principles, pay equity, and compliance requirements
Excellent communication skills with the ability to translate data into clear insights for non-technical audiences.
Strong stakeholder management and collaboration skills.
High attention to detail and commitment to data accuracy and confidentiality.

Responsibilities

Act as a strategic partner to HR and business leaders by providing analytical insights on workforce trends, headcount planning, turnover, productivity, and talent metrics.
Develop, maintain, and enhance HR dashboards and reports using HRIS and data visualization platforms.
Analyze HR data to identify trends, risks, and opportunities; present findings in clear, executive-ready formats.
Support HR initiatives such as organizational design, workforce planning, talent management, and performance management through data analysis.
Ensure data accuracy, integrity, and consistency across HR systems and reporting outputs.
Collaborate with IT HR teams on system enhancements, data governance, and process improvements using Workday tools.
Analyze and administer compensation structures, salary bands, plans, and job evaluations to ensure internal equity and market competitiveness.
Participate in annual compensation review, including salary survey completion and merit increase modeling.
Conduct market pricing and benchmarking using compensation surveys and external market data.
Monitor compensation costs; provide insights and recommendations to support budgeting and cost control.
Ensure compliance with relevant labor laws, pay equity regulations, and internal policies.
Support HR leadership with ad hoc analysis. and reporting
Contribute to HR projects such as internal audits, compensation practice redesign.
Prepare documentation, presentations, and communication materials for leadership and employees as needed.