HR Operations - Compensation Analyst

Kalispel Tribe Careers•Airway Heights, WA

17h•Onsite

About The Position

The Compensation Analyst plays a key role in strengthening and advancing the organization’s compensation infrastructure by supporting and executing the design, analysis, and administration of compensation programs across the Kalispel Tribe of Indians and its enterprises. This position contributes to the development and maturation of a competitive, equitable, and sustainable compensation framework through market analysis, job architecture alignment, and data-driven insights. The role operates in an evolving environment and is expected to bring structure, clarity, and consistency to compensation practices that are still being defined and standardized. This position exercises independent judgment within assigned scope and partners with HR and operational leaders to influence compensation decisions, support organizational strategy, and improve program effectiveness over time. This role requires the ability to work effectively in an environment where compensation structures, processes, and tools are evolving, and to contribute to sustainable and scalable solutions.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, or related field
Four (4) to six (6) years of experience in compensation, HR analytics, financial analysis, or related analytical field
Demonstrated experience in compensation program administration, job evaluation, or market analysis
Strong expertise in compensation analysis, including market pricing, job evaluation methodologies, and salary structure application
Working knowledge of compensation program design, including merit cycles, pay structures, and incentive frameworks
Ability to interpret and apply federal and state wage and hour laws, including FLSA classification and pay equity considerations
Advanced analytical capability with the ability to translate complex data into clear, actionable recommendations
Advanced proficiency in Microsoft Excel, including data modeling, pivot tables, and complex formulas
Experience working with HRIS and compensation systems, with a focus on data integrity, reporting accuracy, and system utilization
Strong business acumen with the ability to align compensation recommendations with operational and financial objectives
Ability to communicate complex compensation concepts effectively to leaders and non-technical stakeholders
Demonstrated ability to manage multiple priorities and deliver high-quality work with minimal supervision
High level of discretion and professionalism in handling sensitive and confidential information
Ability to influence decision-making through data, analysis, and sound judgment
Ability to maintain consistent, regular attendance
Valid driver’s license and meet organizational insurability requirements if operating a Tribal vehicle

Nice To Haves

experience with reporting or visualization tools preferred

Responsibilities

Conduct market benchmarking and pricing analysis to evaluate external competitiveness and internal equity across roles
Develop and maintain market data, benchmarks, and pricing methodologies to support compensation decisions
Analyze compensation trends and provide data-driven recommendations to support salary structures, pay positioning, and program effectiveness
Support the development and refinement of compensation structures, salary ranges, and pricing methodologies to improve consistency, competitiveness, and scalability across the organization
Evaluate new and existing roles to ensure alignment with job families, levels, and organizational structure
Partner with leaders to define role scope, accountability, and impact to support accurate job classification and leveling
Maintain consistency and integrity of job architecture to support internal equity, career pathing, and workforce planning
Administer compensation programs including merit planning, salary adjustments, and incentive programs in accordance with established guidelines
Execute compensation processes and ensure consistent application of pay practices across the organization
Support and execute annual compensation planning cycles, including data preparation, validation, and process coordination
Develop and deliver compensation analysis, reports, dashboards, and modeling to support leadership decision-making
Ensure accuracy, integrity, and reliability of compensation data within HRIS and reporting tools
Perform advanced and ad hoc analyses to support compensation initiatives, workforce planning, and organizational priorities
Serve as a consultative resource to HR partners and leaders on compensation practices, pay decisions, and program application
Interpret compensation policies and frameworks to support consistent and informed decision-making
Identify gaps and inconsistencies in compensation practices and recommend enhancements to structures, tools, and processes to improve scalability, consistency, and organizational effectiveness