Compensation Analyst

Location:

Pay Range:

$80,000.00 - $120,000.00

The Compensation Partner supports the design, implementation, and administration of compensation programs to ensure internal equity, external competitiveness, and compliance with applicable laws and organizational policies. Acting as a consultative partner to HR Business Partners and business leaders, this role analyzes compensation data, conducts market pricing, and supports pay decisions.

KPA 1 - Market Pricing, Benchmarking, and Job Evaluation

• Conduct market pricing analyses using internal systems and other survey sources to assess external competitiveness.

• Match internal roles to appropriate market benchmarks based on job scope, responsibilities, and organizational impact.

• Recommend salary ranges, pay grades, and market adjustments supported by data and internal equity considerations.

• Support job evaluation and leveling to ensure consistent application of job architecture.

• Review and validate job descriptions for appropriate scope, level, and market alignment.

• Maintain clear documentation of pricing rationale and methodologies.

KPA 2 - Compensation Program Administration and Support

• Partner with HR Business Partners and Talent Acquisition to provide consultative guidance on pay decisions, job offers, promotions, and equity adjustments.

• Support the administration of base pay programs, including merit increases, market adjustments, and promotional pay.

• Assist with annual compensation planning cycles, including data preparation, modeling, and validation.

• Ensure compensation recommendations align with organizational philosophy, governance standards, and budget parameters.

• Serve as a day-to-day compensation resource for HR Business Partners and managers.

• Respond to inquiries regarding pay ranges, job pricing, and compensation programs.

KPA 3 - Data Management, Analytics, and Reporting

• Maintain and audit compensation-related data in Workday, ensuring accuracy of job profiles, pay grades, and salary ranges.

• Produce standard and ad hoc compensation reports to support business and HR decision-making.

• Analyze compensation trends including range penetration, pay compression, and internal equity.

• Support pay equity analyses and provide documentation for leadership review and compliance purposes.

• Develop clear, actionable insights from compensation data for HR and business stakeholders.

• Identify data quality issues and partner with HRIS to resolve discrepancies.

KPA 4 - Compliance, Governance, and Stakeholder Communication

• Ensure compensation practices comply with federal, state, and local regulations, including pay transparency requirements.

• Support internal audits and compensation governance processes.

• Apply consistent decision frameworks and escalation standards for compensation exceptions.

• Maintain confidentiality and exercise sound judgment in all compensation activities.

• Provide education and guidance on compensation tools, processes, and policies.

• Build effective working relationships across HR, Finance, and business teams.

Education

• Bachelor's degree in Human Resources, Business, Finance, Economics, or a related field.

Minimum Relevant Experience

• 3 - 5 years of progressive compensation or HR analytics experience.

• Demonstrated experience related to market pricing and benchmarking.

• Experience supporting compensation programs in a healthcare, multi-site, or complex organization preferred.

Certifications/Licenses

• CCP certification or progress toward certification preferred.

Skills

• Strong analytical and consultative skills with the ability to communicate data-driven recommendations.

• Advanced Excel skills (pivot tables, formulas, data modeling).

• Ability to develop and manage job architecture frameworks and complete pay equity analyses.

Travel: 0-25%

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