Lead Compensation Analyst

Riverside Hospital • Newport News, VA

16h

About The Position

The Lead Compensation Analyst is a subject matter expert responsible for analyzing, designing, and administering complex compensation programs that support the health system's talent strategy. This role leads job analysis efforts, evaluates market data, and develops compensation structures—including base pay, incentives, commissions, allowances, and variable pay —that align with recruitment, retention, and engagement goals. The analyst provides strategic guidance to HR, Talent Acquisition, and operational leadership, ensuring compensation decisions are competitive, equitable, and compliant. Operating with a high degree of independence, the Lead Compensation Analyst supports and mentors junior analysts, manages compensation processes in HRIS and Compensation systems, and serves as a key resource on regulatory compliance of pay practices and structure. This role contributes to compensation strategy development and leads initiatives that impact compensation governance and operational efficiency.

Requirements

• Bachelors Degree, Human Resources, Business or related field (Required)
• 5-6 years demonstrated compensation expertise: job analysis, market benchmarking, incentive plans and compensation modeling with complex programs. (Required)
• Strong problem-solving and critical thinking skills.
• Ability to collect, analyze and report on large sets of data, identify and resolve problems.
• Must be proficient in Microsoft Office software with an intermediate to advanced level of proficiency in Excel.
• Detail oriented and strong organizational skills.
• Certified Compensation Professional (CCP) within 3 Years (Required) or Senior Professional in HR (SPHR) within 2 Years (Required)

Nice To Haves

• 2 years compensation experience in health care industry or large-scale organization (Preferred)

Responsibilities

• Advanced Job Analysis & Market Intelligence: Demonstrates expert-level proficiency in evaluating new and revised job descriptions against market survey data. Provides post-cycle analytics and reporting to leadership, highlighting trends and budget impact.Gathers and analyzes market-based compensation survey data using analysis techniques to assess gap of pay ranges of benchmark job against market trends. Takes lead on complex job analysis requests and guides analysts in applying market methodology to determine competitive compensation ranges. Synthesizes data into strategic recommendations and presents findings to leadership for approval.
• Compensation Program Design & Administration: Independently designs, recommends and administers compensation programs including base pay, long- and short-term incentives, spot bonuses, commissions, allowances, and variable pay. Maintains plan documents, audits compensation plans, and ensures compliance with regulatory requirements and policies. Applies advanced knowledge to ensure compensation programs align with organizational goals and labor market trends. Analyzes outcomes and trends of compensation events and provides recommendations to ensure outcomes align with organization people and finance goals.
• Strategy & Governance: Serves as a compensation lead on the RH Performance Management Council, contributing to strategic planning and execution. Responsible for Council Meeting Coordination: Agenda, Minutes, Presentations Drafts. Presents findings to governance council, maintains council meeting documentation of decisions, updates compensation practice guidelines to align with strategy direction. Provides post-cycle analytics and reporting to leadership, highlighting trends and budget impact.
• Compensation Partner Support: Provides timely and accurate responses to pricing requests, processing and internal inquiries. Delegates and tracks resolution of complex cases, maintaining a high standard of service delivery.
• Team & Technical Guidance: Acts as a technical specialist and mentor to Compensation Analysts, providing training on market matches, job pricing, job tier levels and pay history reviews. Advises HR Business Partners and Talent Acquisition on complex compensation matters, internal equity, hiring/offer practices and policy interpretation.
• HRIS & Payroll Integration: Oversees the processing of HRIS Enterprise Interface Builders (EIBs) for one-time payments and compensation adjustments. Oversee annual compensation events to ensure deadlines and budgets are met in alignment with organizational goals.
• Regulatory Compliance & Audit Leadership: Leads audits of job classifications and FLSA designations, ensuring documentation and compliance with wage and hour laws. Serves as a subject matter expert on FLSA, advising HR and leadership on regulatory changes and implications.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 5,001-10,000 employees