SR COMPENSATION ANALYST-TOTAL REWARDS

The Sr. Compensation Analyst will serve as the central point of contact for Lawson end users regarding compensation system issues and data requests. He/she will work as a liaison between the HRIS team and the end users to ensure that required reporting and understanding of Lawson is met. He/she acts as a liaison to managers and employees on issues relating to compensation programs and practices. This position will perform monthly audits within the HRIS system to ensure that the integrity of data follows the strategic organizational goals that PH has set forth. This position provides support to the Sr Compensation Analyst-Project Consultant by analyzing survey data, evaluating positions and classification systems within the legal confines of state and federal regulations, including the Fair Labor Standards Act. He/she assists in communication and modification to the compensation programs to meet strategic organizational goals. He/she works across all levels of the organization to receive and gather information regarding equity issues, job evaluations, salary administration, and survey data. He/she may represent the hospital to a variety of outside organizations regarding compensation data. He/she is the project leader for the implementation of divisions within the organization to move to an automated process to track/monitor licensures. He/she works with the IT department to ensure the licensure monitoring software is working effectively to monitor the automation of imagery storage to be compliant with the organization's policies. He/she is the project lead for the design and implementation of career ladders within the organization. Will also reevaluate when appropriate to ensure the program is still competitive to market. He/she is the point of contact for the processing of all reassignment and transitional pay changes within the organization. Acts as back-up to the Sr Compensation Analyst-Project Consultant in his/her absence regarding inquiries about compensation policies and practices and determination of appropriate salary increases and/or adjustments.

Minimum level of education required:

Bachelor's degree in Human Resources, Business or related area.

Minimum level of experience:

3-5 years of job-related experience required. Experience in a healthcare environment strongly preferred. Prior job title or occupational experience: Exempt professional experience in Human Resources, Finance, Analytics, Managerial Other experience requirements: 2-4 years' Compensation experience. Demonstrated advanced competency with spreadsheet software and HRIS applications.