Compensation Analyst, HR​/Recruitment

Concentra is recognized as the nation’s leading occupational health care company. With more than 40 years of experience, Concentra is dedicated to our mission to improve the health of America’s workforce, one patient at a time. With a wide range of services and proactive approaches to care, Concentra colleagues provide exceptional service to employers and exceptional care to their employees.

The Compensation Analyst participates in job design, position leveling, and market pricing to evaluate positions in alignment with the organizational compensation structure. This analytical position serves in a consultative capacity on issues of internal equity, external competitiveness and legal compliance and will research current market practices, measure the effectiveness of existing plans, and evaluate current and future opportunities to analyze the impact of a wide range of compensation options.

• Complete market analysis, job evaluation, and internal leveling of new and updated positions to ensure both external and internal equity. Based on position‑specific information, determine if an existing description can be used for classification.
• Modify and create new descriptions which accurately reflect current roles, responsibilities, and requirements.
• Provide consultative guidance, interpretation, training and recommendations to managers, supervisors, and team members related to all compensation programs, policies, actions, and issues.
• Verify compensation by researching, benchmarking, and analyzing market data and recommend corrective or alternative actions to resolve compensation related issues.
• Participate in external salary surveys, determining matches and submitting organization profiles.
• Assist in the administration of annual Salary Planning program.
• Responsible for maintaining documentation of FLSA determinations and classifying exemption status for jobs through review of job profile or desk audits and ensure appropriate EEO mapping of positions.
• Complete audits monthly of any pay transparency changes or updates and federal, state, or municipality pay legislation changes.
• Partner with recruiting team to advise and educate on pay transparency changes & updates to pay guidelines.
• Run and create key HR related business reports using multiple platforms to provide specific information and be an information resource to leaders in the field regarding compensation related projects.
• Research and resolve questions, discrepancies, and other ad‑hoc requests from leadership.
• Assist with updating and reviewing incentive plans, assist with generating rosters for plan distribution through learning management system.
• Ensure policies are in place and incentive compensation process and related controls are clearly documented and executed.
• Effectively train leaders and colleagues in compensation practices and policies.
• Perform audits on compensation equity, and work with leaders on action plan.
• Evaluate and process requests for salary adjustments, special payments, bonuses and auto allocations.
• Evaluate and process electronic Employee Action Form submission request adjustments, special payments, bonuses and auto allowances.
• Review and research various personnel actions such as employee status changes, promotions, terminations, unpaid leave, etc., to stay in alignment with various company regulations and state mandates.
• Work with end‑users to provide functional expertise for coding issues and resolution by analyzing, researching, and implement proper solutions.
• Complete data entry for day‑to‑day routine maintenance activities and updates to colleague’s records.
• Receive, respond to, and investigate employee and HR staff queries regarding various HR related questions.
• Assist team members as needed in day‑to‑day activities and/or participate in special compensation or research projects.

• Bachelor’s degree in Finance, Business Administration or related field of study from an accredited college or university or equivalent experience.
• In lieu of an undergraduate degree, the ratio is 1:1 meaning one year of college is equal to one year of directly related experience and vice versa.
• SHRM‑CP or SHRM‑SCP preferred.
• Certifie…