Compensation Analyst Jobs

About The Position

Requirements

• Minimum of seven years of progressively responsible compensation experience, including advanced market pricing, job evaluation, salary structures, and compensation analysis.
• Strong understanding of healthcare compensation practices, clinical job families, healthcare labor markets, shift differentials, geographic pay variations, healthcare-specific salary surveys, and market data.
• Advanced proficiency in Microsoft Excel for financial modeling, data analysis, validation, and reporting; proficiency with Word and PowerPoint.
• Experience with HRIS/HCM platforms, HR reporting, and compensation market-pricing tools such as ERI, CompAnalyst, or comparable systems.
• Strong understanding of compensation principles, salary structures, job architecture, internal equity, geographic pay practices, and relevant compensation compliance requirements.
• Demonstrated experience working directly with HR and Finance leadership and independently managing compensation assignments.
• Familiarity with AI-powered productivity tools such as ChatGPT, Claude, or comparable platforms to support research, analysis, documentation, and process improvement while maintaining appropriate data privacy and confidentiality standards.
• A bachelor's degree in Human Resources, Business, Finance, or a related field is preferred; an equivalent combination of education and relevant professional experience will be considered.

Nice To Haves

• Demonstrated experience pricing clinical and non-clinical healthcare positions, including nursing, allied health, medical support, clinical operations, and healthcare leadership roles.
• Experience supporting compensation programs in complex, multi-state healthcare organizations, including hospitals, clinics, physician groups, IPAs, or MSOs.
• Experience with merit, bonus, incentive, executive compensation, and long-term incentive or equity-based programs.
• Experience in a publicly traded company.
• Certified Compensation Professional (CCP) designation or relevant WorldatWork coursework.

Responsibilities

• Conduct market pricing and job evaluations across clinical, non-clinical, professional, and leadership positions in hospital, ambulatory, physician group, IPA, and MSO environments, using compensation surveys and market sources to assess competitiveness, job levels, salary grades, geographic differentials, and internal equity.
• Develop data-supported compensation recommendations for new hires, promotions, retention, and organizational changes, including analysis of pay compression, market alignment, and internal equity.
• Support annual merit, bonus, and short-term incentive programs, including eligibility reviews, financial modeling, award calculations, data validation, and reporting.
• Analyze executive and leadership compensation, long-term incentive programs, and equity-based awards in coordination with HR leadership, Finance, Legal, and Payroll.
• Evaluate physician and provider compensation arrangements, including base compensation, productivity-based incentives, and other performance-related components, in partnership with clinical, Finance, and HR stakeholders.
• Support compensation due diligence and integration associated with acquisitions, including job mapping, compensation comparisons, salary alignment, and harmonization recommendations.
• Maintain compensation structures, benchmark mappings, job documentation, and analytical tools; contribute to compensation guidelines, job architecture, and process improvements.
• Develop compensation models, dashboards, reports, and executive presentations communicating findings, financial implications, and recommended actions.
• Partner with HRIS and People Analytics to validate compensation data, improve reporting capabilities, and support system-enabled processes.
• Support compliance with applicable pay transparency, wage and hour, recordkeeping, and audit requirements in coordination with HR and Legal.
• Provide compensation guidance to HR Business Partners, Talent Acquisition, Finance, and business leaders, and independently manage assigned projects through completion.
• Perform other compensation-related responsibilities as assigned.