Sr. Total Rewards Analyst

XIFIN•Charleston, SC

8d•$115,000 - $140,000•Onsite

About The Position

XiFin is seeking an experienced Senior Total Rewards Analyst to analyze claims and plan performance, build financial models, and support vendor oversight and renewals. The role requires an independent professional who can turn complex data into clear recommendations and build expertise across the full total rewards spectrum. Initially, the position focuses primarily on medical benefits claims and analytics for XiFin’s self-funded plan, in partnership with HR Operations, Finance, and Accounting. Over time, the role will expand into compensation and total rewards strategy, including market pricing, pay structures, and pay equity analysis. The position can be performed onsite in XiFin’s San Diego, California, or Charleston, South Carolina, office. The analyst will present findings to HR leadership, Finance, and executives; partner with Finance on forecasting, accruals, and reporting; protect sensitive employee information; and identify ways to automate and improve reporting and processes.

Requirements

Bachelor’s degree in Business, Finance, Human Resources, Economics, Statistics, Actuarial Science, or a related field, or equivalent experience.
Four years of progressive experience in benefits, total rewards, or HR analytics, including at least 2–3 years of hands-on experience with a self-funded health plan.
Working knowledge of claims analysis, funding mechanics, and stop-loss.
Advanced Excel skills, including financial modeling.
Working knowledge of benefits compliance requirements, including ACA, ERISA, HIPAA, and COBRA.
Strong analytical, communication, and presentation skills, including the ability to explain complex topics to non-experts.
Demonstrated ability to handle confidential information with discretion.
Experience with SQL, Power BI, Tableau, or similar tools.
Demonstrated implementation of AI and workflow automation.
Strong attention to detail and analytical rigor; business acumen and comfort connecting HR data to financial outcomes; ownership and accountability; effective communication with technical and non-technical audiences; and comfort working in fast-moving, complex, and sometimes ambiguous environments.

Nice To Haves

Experience with a consulting firm, broker, or TPA.
Experience with an HRIS and compensation or benefits administration platforms such as Workday, UKG, ADP, or Dayforce.
Exposure to compensation work such as market pricing, survey participation, or merit-cycle modeling.
Professional credentials such as CEBS, CBP, GBA, CCP, or CECP.
Master’s degree in a related field.
Curiosity and eagerness to build expertise in compensation analysis.

Responsibilities

Analyze medical, pharmacy, dental, and vision claims to identify trends, cost drivers, high-cost claimants, and utilization patterns.
Build and maintain monthly and quarterly plan-performance reporting, including budget versus actuals, claims lag, IBNR, and stop-loss reimbursement tracking.
Develop annual budgets, renewals, and rate projections, including employee contribution strategies and COBRA rates.
Evaluate stop-loss coverage, including specific and aggregate attachment points, contract terms, and lasering.
Partner with brokers and consultants and manage relationships with third-party administrators, pharmacy benefit managers, and stop-loss carriers, including performance guarantees and service issues.
Support RFPs, vendor evaluations, and plan design modeling, including reference-based pricing, carve-outs, and PBM transparency models.
Support self-funded-plan compliance requirements, including ACA, ERISA, Form 5500, MHPAEA, Transparency in Coverage, CAA/RxDC reporting, and nondiscrimination testing.
Support open enrollment planning, communications, and post-enrollment analysis.
Conduct compensation market pricing and job benchmarking using compensation survey data.
Support job architecture, leveling, and the development and maintenance of salary ranges.
Model and support annual merit, bonus, and incentive cycles.
Perform pay equity and compression analyses and recommend corrective actions.
Support compliance with California pay transparency, pay data reporting, and FLSA classification requirements.
Contribute to total rewards statements and employee communications explaining the value of programs.
Present findings and recommendations clearly to HR leadership, Finance, and executives.
Partner with Finance on forecasting, accruals, and benefits- and compensation-related reporting.
Maintain strict confidentiality of employee claims, compensation, and other sensitive data.
Identify opportunities to automate and improve reporting and processes.