SR TOTAL REWARDS ANALYST-COMP

Premier Health•Dayton, OH

1h•Hybrid

About The Position

The Senior Compensation Analyst will facilitate the design, development, execution, and communication of the organization’s compensation programs, tools, and processes. This may include advanced data analysis, position benchmarking, equity adjustments, salary offers, market adjustments, organizational restructuring, and legal compliance of organizational pay practices. The Sr. Compensation Analyst will serve as the central point of contact for Lawson end users regarding compensation system issues and data requests. He/she will work as a liaison between the HRIS team and the end users to ensure that required reporting and understanding of Lawson is met. He/she acts as a liaison to managers and employees on issues relating to compensation programs and practices. This position will perform monthly audits within the HRIS system to ensure that the integrity of data follows the strategic organizational goals that PH has set forth. This position provides support to the Sr Compensation Analyst-Project Consultant by analyzing survey data, evaluating positions and classification systems within the legal confines of state and federal regulations, including the Fair Labor Standards Act. He/she assists in communication and modification to the compensation programs to meet strategic organizational goals. He/she works across all levels of the organization to receive and gather information regarding equity issues, job evaluations, salary administration, and survey data. He/she may represent the hospital to a variety of outside organizations regarding compensation data. He/she is the project leader for the implementation of divisions within the organization to move to an automated process to track/monitor licensures. He/she works with the IT department to ensure the licensure monitoring software is working effectively to monitor the automation of imagery storage to be compliant with the organization’s policies. He/she is the project lead for the design and implementation of career ladders within the organization. Will also reevaluate when appropriate to ensure the program is still competitive to market. He/she is the point of contact for the processing of all reassignment and transitional pay changes within the organization. Acts as back-up to the Sr Compensation Analyst-Project Consultant in his/her absence regarding inquiries about compensation policies and practices and determination of appropriate salary increases and/or adjustments.

Requirements

Bachelor's degree in Human Resources, Business or related area.
3-5 years of job-related experience required.
2-4 years’ Compensation experience.
Demonstrated advanced competency with spreadsheet software.
Demonstrated advanced competency with HRIS applications.

Nice To Haves

Experience in a healthcare environment strongly preferred.
Exempt professional experience in Human Resources, Finance, Analytics, Managerial.

Responsibilities

Facilitate the design, development, execution, and communication of the organization’s compensation programs, tools, and processes.
Perform advanced data analysis, position benchmarking, equity adjustments, salary offers, market adjustments, organizational restructuring, and legal compliance of organizational pay practices.
Serve as the central point of contact for Lawson end users regarding compensation system issues and data requests.
Act as a liaison between the HRIS team and end users to ensure required reporting and understanding of Lawson is met.
Act as a liaison to managers and employees on issues relating to compensation programs and practices.
Perform monthly audits within the HRIS system to ensure data integrity aligns with strategic organizational goals.
Analyze survey data, evaluate positions and classification systems within legal confines (including FLSA).
Assist in communication and modification of compensation programs to meet strategic organizational goals.
Gather information regarding equity issues, job evaluations, salary administration, and survey data from all levels of the organization.
Represent the hospital to outside organizations regarding compensation data.
Lead the implementation of divisions to move to an automated process for tracking/monitoring licensures.
Work with the IT department to ensure licensure monitoring software is working effectively.
Lead the design and implementation of career ladders within the organization and reevaluate for market competitiveness.
Process all reassignment and transitional pay changes within the organization.
Act as back-up to the Sr Compensation Analyst-Project Consultant regarding compensation policies, practices, salary increases, and adjustments.