Senior Compensation Analyst

Ivyrehab•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 the organization’s compensation practices, informs total rewards strategy, monitors market trends and benchmarks, participates in the Job Governance Committee, and supports development of career pathways and talent frameworks. The position helps maintain a compelling teammate experience while supporting organizational 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 for business needs. The role partners with HR, Finance, Talent Acquisition, HR Business Partners, and business leadership on recurring and ad hoc compensation projects and requests. It also provides reporting and budget analysis, presents program updates to leadership as requested, and mentors People Team colleagues. The position is based in Tennessee and requires eligibility to work in the United States and the ability to travel 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 compensation survey benchmarking.
Must be eligible to work in the United States.
Ability to travel up to 10%.
Strong analytical ability to turn complex datasets into actionable compensation recommendations using data analysis and market research.
Meticulous attention to accuracy, policies, regulations, and consistent application of pay structures and philosophies.
Clear verbal and written communication skills to explain compensation philosophies to diverse stakeholders.
Ability to manage and prioritize concurrent projects, analyze and resolve complex compensation issues independently, and work in a fast-paced environment.

Nice To Haves

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

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; ensure data integrity and system scalability.
Support and evaluate pricing requests for new job roles; conduct market-pricing analyses using compensation surveys and data modeling, and recommend salary ranges and compensation programs.
Serve as the primary compensation liaison for HR Business Partners, Talent Acquisition, and business leadership; advise on compensation matters, offer approvals, policy interpretation, and ad hoc analytics.
Lead the end-to-end annual merit increase cycle, including budget modeling support with Finance, manager guidelines, Workday configuration support with HRIS, 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 helping HRBPs develop career pathways and job families as requested.
Develop and interpret reports and provide budget and fiscal analysis and recommendations related to compensation and incentive programs in partnership with the Chief People Officer and Finance teams.
Present compensation program status and analysis to leadership as requested.
Mentor and provide subject matter guidance to People Team colleagues.
Support annual compensation market surveys, review pay transparency practices, optimize Workday compensation workflows, and implement data-informed program improvements.