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Lead Compensation Analyst

Principal Responsibilities and Tasks The following statements are intended to describe the general nature and level of work being performed by people assigned to this classification.  They are not to be construed as an exhaustive list of all job duties performed by personnel so classified.  Work closely with Director Compensation in the management of compensation programs, including annual compensation review and incentive/bonus plan administration.  Participates in compensation analysis, benchmarking of roles and job evaluation and description creation.  Reviews results of salary surveys, evaluates market and economic trends, compiles, analyzes and interprets data to recommend salary ranges, adjustments and hiring rates for salary structures and individual rates. Manages assigned compensation projects, including writing of proposals/recommendations, implementation and maintenance of cost effective and legally compliant compensation programs and practices.   Investigates requests for the study of existing, new or modified jobs throughout the Medical System.   Reviews and evaluates requests for position reclassifications.   Serves as total rewards subject matter expert for system implementations that impact compensation programs. Assist HR Operations-Service Center as needed to explain compensation policy, practices and systems to supervisors, managers, department heads and administrators.  Reviews exceptions to policy in hiring rates, special adjustments, merit or promotional increases and recommends appropriateness of such exceptions in relation to policy, practice and legal requirements to the Director Compensation for review and/or final decision. Plans and implements a system of feedback and evaluation regarding the effectiveness of compensation as perceived by system customers. Investigates salary administration problems/concerns such as, internal equity issues and job classification changes; reviews special salary adjustments such as bonuses, shift differentials, on-call pay or special pay plans for appropriateness, equity and market competitiveness. Coordinates efforts and activities with HRTechnology, HR Operations, Payroll, Budget and other relevant departments to implement system adjustments, salary structures and resolve individual payroll questions and various other issues as needed. What You Need to Be Successful: Education and Experience  Bachelor's degree in Business Administration, Human Resources/Personnel Administration, Psychology or a related area of study is required.  Six (6) years professional Human Resources, compensation-related experience, including job analysis and salary review and administration, or equivalent, is required.  Healthcareexperiencepreferred. Job ID: 65972
Salary Range: NA
Minimum Qualification
5 - 7 years

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