Compensation Analyst

Responsibilities:

Customer Relations

• Actively seeks to provide quality services that meet the needs of Sheppard Pratt managers, employees and applicants.
• Demonstrates commitment to confidentiality and fairness in all communications and actions.

Job Descriptions & Pay Range Determination

• Prepares and maintains job descriptions; ensures descriptions accurately reflect the work being performed by incumbents.
• Interviews and surveys employees and managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job.
• Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate pay range.

Compensation Administration

• Prepares and maintains job classifications and pay scales. Maintains active position and pay scale data in HRIS, communicates data to Finance Office for budget software/planning, and prepares and disseminates reports as needed.
• Documents and maintains Sheppard Pratt policies and practices subject to leadership approval. Administers and communicates approved policies and practices. Reviews pay practices and policies, making recommendations for revisions if necessary.
• Plans and communicates preferred methods and best practices for compensating employees.
• Works with IT to import pay increase files for general increases, market adjustments and related mass changes. Assures the integrity of data.

Market Pay Analysis

• Participates in and gathers data from market-based compensation surveys; benchmarks jobs against survey data and other market intelligence to determine competitive compensation ranges for each position.
• Uses spreadsheet and data analysis techniques to assess results and market trends.
• Maintains knowledge of economic conditions, labor market, competitive landscape and other factors related to ensuring the organization provides competitive and reasonable compensation.
• Maintains knowledge of trends, developments, and best practices in compensation administration.

Compliance

• Advises management on applicable state and federal employment regulations, compensation policies, human resource procedures.
• Explains and maintains strong knowledge base of policies and legal constraints; effectively communicates these to managers and employees.
• Completes records, reporting, and other documentation required by federal, state, and provider rules, regulations, and policies.

Resource/Training

• Provides consultation to recruiters in determining job offers and pay equity reviews.
• Works in close collaboration with the Payroll Manager to assure that payroll reflects approved policies, practices, and legal compliance.
• Collaborates with HR staff across each practice area for both compensation issues and overarching Human Resources projects.
• Takes an active role in coordinating the integration of Community Services compensation and job descriptions into a combined compensation program.
• Participates in other projects and assignments as needed.

Knowledge, Skills, and Abilities Required:

• Work requires a Bachelor's degree in Human Resource Management, Business Administration, or related field; CCP or HRCI/SHRM certification may be substituted for degree. CCP, HRCI or SHRM certification preferred.
• Work requires at least 2 years' compensation analyst experience, preferably in a healthcare, nonprofit or education environment; must possess:
• • excellent verbal and written communication skills;
• comprehensive knowledge of human resource laws, regulations and best practices;
• extensive knowledge of quantitative and qualitative research methods;
• excellent organizational and time management skills;
• proficiency with Microsoft Office Suite or similar software;
• proven attention to detail and accuracy in maintaining data, files and systems.
• Work requires analytical ability sufficient to extract and analyze data from written material, observation and communications, make statistical calculations, develop reports and systems to facilitate efficient decision-making.

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.