Senior Compensation Analyst

Ivy Rehab•Nashville, TN

About The Position

The Senior Compensation Analyst is a key member of Ivy Health’s People Team and reports directly to the Senior Director, Total Rewards. The role guides and evolves compensation practices, contributes to total rewards strategy, tracks market trends and benchmarks, participates in the Job Governance Committee, and helps develop career pathways and talent frameworks. The total rewards program aims to create a compelling teammate experience while supporting scalability, growth, and fiscal performance. The analyst leads state and local pay transparency compliance, supports the compensation framework in Workday HRIS, manages annual merit and bonus incentive cycles, and conducts complex market-pricing analyses. The position partners with HR and business leaders on recurring and ad hoc compensation projects, provides compensation guidance to stakeholders, and mentors People Team colleagues. The role is based in Tennessee, and travel may be required up to 10%.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or equivalent related work experience.
At least five years of progressive HR experience specifically focused on Compensation and Total Rewards programs.
Demonstrated proficiency with HRIS compensation module configuration, salary structures, and reporting.
Advanced proficiency in data modeling, statistical analysis, and survey benchmarking.
Must be eligible to work in the United States.
Ability to travel up to 10%.
Strong analytical skills, attention to detail, communication and influencing skills, and ability to manage multiple projects and resolve complex compensation issues.

Nice To Haves

Workday experience.
Certified Compensation Professional (CCP) or SHRM certification.

Responsibilities

Lead and maintain compliance with federal, state, and local pay transparency laws and reporting requirements, including pay range disclosures and job postings.
Manage and maintain Workday compensation architecture, structures, grade profiles, pay ranges, and job catalogs in collaboration with HRIS.
Evaluate new job-pricing requests and develop market-pricing analyses using compensation surveys and data modeling.
Serve as the primary compensation liaison for HR Business Partners, Talent Acquisition, and business leadership, providing guidance on compensation matters, offer approvals, policy interpretation, and analytics.
Lead the annual merit increase cycle, including budget modeling support, manager guidelines, Workday configuration support, communications, reporting, and audit reconciliations.
Manage company bonus incentive plan documents, partner with Finance on short-term incentive calculations, and manage individual teammate transaction awards.
Participate in the Job Governance Committee by evaluating job descriptions, benchmarking roles, and assisting with career pathways and job families as requested.
Develop and interpret reports, provide budget and fiscal analysis and recommendations, and present compensation program status and analysis to leadership as requested.
Mentor and provide subject matter guidance to People Team colleagues.