Senior Compensation Analyst

Premier Inc.

1d•$90,000 - $150,000•Remote

About The Position

The Senior Compensation Analyst supports the design, administration, analysis, and continuous improvement of Premier’s compensation programs. This role conducts job evaluations, market pricing, salary and incentive analysis, and compensation reporting to help ensure pay programs are internally equitable, externally competitive, and aligned with business needs. The Senior Compensation Analyst partners with the Compensation team, HRBPs, HRIS, Employee Relations, and business leaders to provide data-driven recommendations, support audits, improve processes, and communicate compensation guidance clearly and effectively. This role also serves as a Workday compensation functional lead by supporting configuration, release testing, job profile maintenance, compensation-related transactions, and the annual compensation cycle, including merit and incentive planning through Workday Advanced Compensation.

Requirements

4 or more years of applicable experience
High School Diploma or GED (Required)
Strong Excel experience, including pivot tables, VLOOKUP, and formulas.
Knowledge of compensation principles, including market pricing, job evaluation, salary structures, incentive plans, and pay equity considerations.
Ability to analyze complex data sets, identify trends, prepare recommendations, and translate findings into clear, actionable insights for HR and business leaders.
Strong written and verbal communication skills, with the ability to explain compensation concepts to stakeholders at varying levels of the organization.
Proven ability to manage competing priorities, maintain accuracy and confidentiality, and support process improvements.
Five or more years of experience in all areas of compensation, including broad-based pay, annual incentives, external surveys, and internal compensation tools.
Experience using Workday compensation functionality, including job profiles, compensation plans, eligibility rules, business processes, reporting, and Advanced Compensation.
Experience using AI tools, such as Copilot, to create efficiencies and enhance processes.
Bachelor’s degree in human resources
Remain in a stationary position for prolonged periods of time
Be adaptive and change priorities quickly; meet deadlines
Attention to detail
Operate computer programs and software
Ability to communicate effectively with audiences in person and in electronic formats.
Day-to-day contact with others (co-workers and/or the public)
Making independent decisions
Ability to work in a collaborative business environment in close quarters with peers and varying interruptions

Nice To Haves

Certified Compensation Professional (CCP)

Responsibilities

Conduct job evaluations; determine salary and incentive ranges; and advise HR and business leaders on appropriate job classifications, titles, salary grades, incentive targets, and total pay levels for Premier roles.
Participate in external market surveys and complete internal and external compensation assessments to support base salary and incentive budgets, guidelines, and programs.
Annually migrate job matches to updated salary data in MarketPay.
Prepare analytics and reports for the Compensation team, CHRO, HRBPs, and business leaders.
Partner with Employee Relations to provide documentation and analysis for compensation audits.
Partner with Talent Acquisition to provide salary recommendations for new hire offers.
Monitor and triage the Compensation general email box, ensuring timely responses to routine inquiries, appropriate routing of requests, and escalation of complex or sensitive matters to the appropriate Compensation team members.
Identify opportunities to improve compensation processes, policies, and service levels.
Serve as the Workday compensation functional lead, including configuration, product knowledge, issue resolution, and team updates.
Complete testing for compensation products during biannual Workday releases and validate that functionality supports compensation requirements.
Partner with HRIS to configure and update Workday as needed to reflect changes to compensation programs.
Complete Workday tasks as the Compensation administrator, including items related to position management, employment agreements, and one-time payments.
Update job profiles as needed and maintain current job descriptions in the job repository.
Administer annual merit increases and annual incentive awards in alignment with budgets and guidelines.
Work with HRIS to configure and implement Workday Advanced Compensation for the cycle.
Complete ACC project tasks and assist with testing as required.
Prepare draft communications for review by VP, Compensation.
Analyze end-of-cycle data for senior leaders