Compensation Specialist

The Compensation Specialist supports the administration and continuous improvement of compensation programs, including base pay and variable pay processes. This role performs market benchmarking, job architecture work, job analysis support, compensation reporting, and compliance-focused audits to promote internal equity, external competitiveness, and consistent pay practices. The analyst partners with HR Business Partners, Payroll, HRIS, and OU Health leadership to ensure accurate compensation data, timely cycle execution and strong controls.

Essential Responsibilities:

Responsibilities listed in this section are core to the position.  Inability to perform these responsibilities, with or without an accommodation, may result in disqualification from the position. 

• Supports compensation administration processes for offers, promotions, market adjustments, and pay changes in accordance with established guidelines.
• Participates in job architecture and job evaluation work, including job description quality control and FLSA-aligned classification support.
• Conducts market pricing and benchmarking using survey data; prepares documentation supporting pricing recommendations.
• Supports job analysis activities by reviewing job content, updating job descriptions, and assisting with classification and FLSA considerations.
• Assists with salary structure maintenance activities, including range analysis, grade assignment support, and differential review.
• Supports annual compensation cycles (merit and incentive planning) through data preparation, validation, audits, and deadline coordination.
• Prepares cost impact models and budget summaries for compensation initiatives and pay actions.
• Develops and maintains compensation templates and tools; validates inputs and outputs to ensure accuracy and audit readiness.
• Supports variable pay and incentive calculations, including eligibility validation, payout calculations, and reconciliation controls.
• Produces routine and ad-hoc compensation reports and summarizes findings for stakeholders.
• Enters and validates compensation-related transactions and data in HRIS; runs HRIS reports to support audits and decision-making.
• Partners with Payroll and HRIS to investigate and resolve compensation-related data issues; documents root cause and corrective actions.
• Drafts manager and employee communications related to compensation processes and program changes.
• Supports compliance activities by maintaining documentation, audit trails, and consistent application of pay practices.

General Responsibilities:

• Performs other duties as assigned.

Minimum Qualifications:

Education: Bachelor's degree required.

Experience: At least 3 years of experience in human resources or a related field required.

License(s)/Certification(s)/Registration(s) Required:

SHRM-CP, SHRM-SCP, PHR, or SPHR certification at the time of hire or attainment within 12 months of hire.

Knowledge, Skills and Abilities:  

• Knowledge of compensation principles, market pricing, salary structure concepts, and pay administration practices.
• Ability to analyze data, identify trends, and translate results into clear recommendations and documentation.
• Proficiency in Excel, including pivot tables, lookups, and complex formulas; ability to work in large datasets with accuracy.
• Ability to support job analysis work, including job description review and classification support.
• Strong attention to detail and audit mindset; commitment to data integrity and confidentiality.
• Strong written and verbal communication skills; ability to explain pay guidance clearly.
• Ability to manage multiple priorities, deadlines, and stakeholder requests in a fast-paced environment.