Compensation Analyst

This position provides instruction and guidance to all levels of hospital staff, including top management, in the interpretation of state/federal wage laws and hospital wage/salary administration policies and procedures.
Collaborates with the Sr. Analysts in planning and administering compensation projects; responds to ad hoc project needs; designs and prepares adhoc compensation reports for management; and works with HRIS to implement annual focal increases and coordinate on other system issues.
Essential Functions The essential functions listed are typical examples of work performed by positions in this job classification. They are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities.
Employees may also perform other duties as assigned.
Employees must abide by all Joint Commission Requirements including but not limited to sensitivity to cultural diversity, patient care, patient rights and ethical treatment, safety and security of physical environments, emergency management, teamwork, respect for others, participation in ongoing education and training, communication and adherence to safety and quality programs, sustaining compliance with National Patient Safety Goals, and licensure and health screenings.
Must perform all duties and responsibilities in accordance with the hospital’s policies and procedures, including its Service Standards and its Code of Conduct. * Conducts job audits (content analysis) for new positions or significantly changed positions.
Recommends titles and/or pay ranges for audit classifications
Participates in the planning and implementation of annual compensation programs such as the annual merit focal review.
Participates in the preparation of statistical and other reports and presentations concerning Compensation activities.
Performs analysis of internal and external data and prepares a written summary detailing findings and recommendation. Reviews and obtains approval from Compensation Manager.
Provides advice to managers and staff on compensation related changes concerning department reorganizations, employee utilization, classification of employees, and promotions.
Researches available salary data of other health-care facilities to determine the competitive market value of the job. Compares job to internal benchmarks to ensure internal leveling equity.
Serves a key participant in major cross functional projects or initiative such as the preparations for Union negotiations providing complex analysis and data modeling for decision making.
Writes new job descriptions based on job audit analysis.
Evaluates job content to determine the FLSA exempt status (eligibility for overtime) and assigns the appropriate designation. Minimum
Qualifications Any combination of education and experience that would likely provide the required knowledge, skills and abilities as well as possession of any required licenses or certifications is qualifying.
Education: Bachelor's degree in a work-related discipline/field from an accredited college or university
Experience: Two (2) years of progressively responsible and directly related work experience.
License/Certification: None Required.
Knowledge, Skills, & Abilities These are the observable and measurable attributes and skills required to perform successfully the essential functions of the job and are generally demonstrated through qualifying experience, education, or licensure/certification.
Ability to apply judgment and make sound decisions.
Ability to conduct analysis and formulate conclusions.
Ability to foster effective working relationships and build consensus.
bility to maintain confidentiality of sensitive information.
Ability to plan, organize, prioritize, work independently and meet deadlines.
Ability to work effectively with individuals at all levels of the organization.
Knowledge of local, state and federal regulatory requirements related to areas of functional responsibility and HR.
Knowledge of the principles, practices, and methodologies in the design, development and administration of compensation programs such as salary surveys, structure development, job classification systems, incentive pay, etc.

Adecco is an equal opportunity employer

  • Apply with Adecco

Reference number US_EN_99_025110_343182