Compensation Analyst

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Provides analytical and consultative services in designing, delivering, and administering compensation strategy and programs. This role assists with planning, developing, and implementing new and revised compensation programs, policies, and procedures across the health system. Conducts market analysis, performs job evaluations, develops job descriptions, conducts annual salary planning process and administers salary programs including salary recommendations, incentive pay and performance management. This position functions as a subject-matter expert and consultant to leadership and provides support and guidelines to HR staff across the health system.

MINIMUM QUALIFICATIONS:

EDUCATION, CERTIFICATION, AND/OR LICENSURE:

1. Master’s degree in Human Resources, Business Administration, Industrial Relations or other related degree and a minimum of two year of Human Resources experience with an emphasis in Compensation and/or HR data analysis.

2. OR Bachelor’s degree in Human Resources, Business Administration, Industrial Relations or other related degree and three years of Human Resources experience with an emphasis in Compensation and/or HR data analysis.

PREFERRED QUALIFICATIONS:

EDUCATION, CERTIFICATION, AND/OR LICENSURE:

1. Professional certification in compensation such as Certified Compensation Professional (CCP).

2. Professional Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification and/or SHRM-CP and SHRM-SCP certification.

EXPERIENCE:

1. Experience in healthcare and/or insurance industry strongly preferred.

CORE DUTIES AND RESPONSIBILITIES: The statements described here are intended to describe the general nature of work being performed by people assigned to this position. They are not intended to be constructed as an all-inclusive list of all responsibilities and duties. Other duties may be assigned.

1. Serves as resource and consultant to HR leaders and staff, and system and department leadership on compensation best practices and interpretation of compensation practices and guidelines.

2. Conducts ongoing, thorough market research to evaluate competitiveness and assist in determining appropriate pay practices. 

3. Participates in compensation surveys on behalf of the health system and analyzes output of compensation surveys as compared to current compensation and compensation philosophy.

4. Reviews results of salary surveys, evaluates market and economic trends, compiles, analyzes and interprets data to recommend salary ranges, adjustments and hiring rates for salary structures and individual rates.

5. Evaluate requests for existing, new, or modified jobs by completing thorough job evaluations. Reviews job duties, qualifications, and licensure requirements and performs comparative analyses of positions to assess the level and complexity of the position and for placement at the appropriate salary/pay level.

6. Develops, writes, edits, recommends, and clarifies job descriptions assuring compliance with various standards and regulations, particularly those of JCAHO and the Department of Labor. Reviews and updates job descriptions upon request.

7. Completes analysis for annual salary planning process and administers salary programs including salary recommendations, incentive pay and performance management.

8. Designs and generates data reports and performs audits on data entry output to maintain the accuracy and integrity of the HR database.

9. Maintains centralized position documentation, job descriptions, job codes, and job family records for the health system and updates HRIS system as applicable.

10. Evaluates salary administration problems/concerns such as internal equity issues and job classification changes; provides input on compensation related to recruitment trends and market sensitivity of specific positions.

11. Analyses premium pay programs such as bonuses, shift differentials, on-call pay or special pay plans for appropriateness, equity, and market competitiveness.

12. Conducts ongoing internal equity reviews including making recommendations, completing cost analysis, and scheduling for next increase cycle.

13. Conducts data analysis and generates compensation reports and presentations to summarize information and results for various constituents.

14. Completes analytics/modeling around various compensation topics including but not limited to budgets, internal equity, compression, and merger and acquisitions due diligence and integration activities.

15. Provides advisory services to leadership and local HR teams around various pay, job, organization structure, and career pathing issues.

16. Develops and conducts training for leadership, human resources business partners, and talent acquisition team on compensation guidelines, laws, and best practices.

PHYSICAL REQUIREMENTS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Extended periods of sitting. 

2. Extended periods of computer usage.

WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Standard, high volume office environment.

SKILLS AND ABILITIES:

1. Must have a high level of analytical skills, including strong use of Excel including v-lookup and pivot tables and experience dealing with large volumes of data.

2. Must have and maintain a working knowledge of federal and state labor laws related to compensation and all aspects of human resources. 

3. Must have an ability to organize and prioritize multiple projects.

4. Must have and demonstrate an ability to communicate both orally and in writing in a clear and concise manner.

5. Must have an ability to understand and assess the institution’s culture and acceptability and impact of current and proposed policies and procedures as those related to compensation and information systems.

6. Must have strong analytical and problem solving skills.

7. Must have a thorough knowledge of Microsoft Access, Excel, and HRIS systems.

8. Must have ability to maintain high level of confidentiality.

9. Must have the ability to using report writing skill and to extract data and conduct analysis using various systems and tools.

Additional Job Description:

Scheduled Weekly Hours:

40

Shift:

Exempt/Non-Exempt:

United States of America (Exempt)

Company:

SYSTEM West Virginia University Health System

Cost Center:

558 SYSTEM HR Compensation