Senior Compensation Analyst

Nebraska Methodist Hospital•Omaha, NE

1d•Onsite

About The Position

The Senior Compensation Analyst is responsible for the design, analysis, administration, and continuous improvement of compensation programs that support the organization's talent and business objectives. This role serves as a strategic consultant to HR partners and business leaders, providing expert guidance on compensation matters including market pricing, job evaluation, salary administration, pay equity, and regulatory compliance. The Senior Compensation Analyst conducts complex analyses, develops recommendations, and helps ensure compensation programs are competitive, equitable, and aligned with organizational goals.

Requirements

Bachelor’s degree in human resources, business administration, related field or equivalent combination of education and experience.
Minimum of five years of compensation experience required.
Experience with transformational compensation initiatives highly desired.
Experience consulting with leaders and influencing compensation-related decisions.
Advanced proficiency in Microsoft Excel, including modeling and data analysis.
Strong project management and organizational skills.
Ability to manage multiple priorities and meet deadlines in a fast paced environment.

Nice To Haves

Experience with Workday and Payfactors preferred.
Certified Compensation Professional (CCP) designation from WorldatWork preferred.
SHRM-Certified Professional (SHRM-CP) or SHRM-Senior Certified Professional (SHRM-SCP) designation from SHRM, or Professional Human Resources (PHR) from HRCI preferred.

Responsibilities

Conduct comprehensive market pricing and benchmarking analyses using salary surveys and other compensation data sources.
Evaluate jobs and determine appropriate market alignment, pay grades, and salary structures.
Analyze internal and external compensation trends and provide recommendations to maintain market competitiveness.
Support the administration of annual compensation programs, including merit increases, market adjustments, promotions, and incentive plans.
Prepare compensation models, costing analyses, and financial impact assessments for compensation-related initiatives.
Monitor pay practices to ensure internal equity and alignment with compensation philosophy.
Maintain compensation data integrity within HRIS and compensation management systems.
Serve as a trusted compensation consultant to HR Business Partners, managers, and senior leaders.
Provide guidance and recommendations on compensation decisions, including hiring offers, promotions, transfers, retention strategies, and organizational restructures.
Partner with leaders to identify compensation-related challenges and develop practical, data-driven solutions.
Educate leaders and HR partners on compensation philosophy, policies, practices, and market trends.
Participate in workforce planning discussions and provide compensation insights to support talent attraction and retention strategies.
Assist leadership in understanding compensation analytics and the impact of compensation decisions on organizational outcomes.
Support the design, implementation, and enhancement of compensation programs, salary structures, and job architecture frameworks.
Participate in compensation modernization, market competitiveness, and pay equity initiatives.
Recommend process improvements that increase efficiency, consistency, and transparency of compensation programs.
Assist in the development and maintenance of compensation policies, guidelines, and procedures.
Lead or participate in compensation-related projects and cross-functional initiatives.
Ensure compliance with federal, state, and local compensation regulations, including Fair Labor Standards Act (FLSA), Equal Pay laws, and other applicable requirements.
Conduct audits and analyses to identify and address compensation risks and inconsistencies.
Support documentation and reporting requirements related to compensation programs and regulatory compliance.
Develop and deliver compensation reports, dashboards, and presentations for HR and organizational leadership.
Analyze compensation metrics and workforce trends to support strategic decision-making.
Prepare executive-level summaries and recommendations based on compensation data and market intelligence.
Utilize advanced analytical techniques to identify trends, opportunities, and risks within compensation programs.