Compensation Analyst, HR​/Recruitment

Overview

Job Summary:

Responsible for analyzing and developing compensation programs to ensure competitive, equitable, and compliant pay practices. Provides data-driven insights to support salary structures, incentive plans, and market benchmarking that align with organizational goals. Ensures compliance with pay equity, transparency, and regulatory requirements while maintaining accuracy in compensation data. Coordinate with HR, finance, and business leaders to deliver compensation solutions that attract, retain, and engage talent in alignment with market trends.

• Analyzes internal and external market data to support compensation benchmarking and pay structure development.
• Develops and maintains salary ranges, job evaluations, and compensation models to ensure competitive positioning.
• Responsible for executing processes in compliance with federal, state, and local pay equity and transparency regulations.
• Prepares compensation analyses and reports to support leadership decision-making and workforce planning.
• Collaborates with HR and business leaders to design and administer merit, bonus, and incentive programs.
• Supports annual compensation cycle processes, including merit increases, promotions, and incentive payouts.
• Conducts audits of compensation practices to ensure data accuracy and compliance with policies.
• Provides guidance and education to HR partners and managers on compensation policies and tools.
• Performs other duties as assigned.

Bachelor’s degree in human resources, business administration, finance, economics, or a related field

2+ years of experience in compensation analysis, HR analytics, or related HR/finance function

An equivalent combination of education and experience may be considered. All experience must be paid and in the same related field. Part-time and PRN experience will be prorated based on hours worked per week. Volunteer work and internships for academic credit are not counted.

Certified Compensation Professional (CCP) SHRM-CP, SHRM-SCP, or PHR preferred

• Physical demands and environmental factors are as described below and are for informational purposes. This section may include lifting, standing, and other activities that may require accommodations.
• A. Lifting, pushing, and/or pulling objects up to 50 lbs:
  Occasional
• B. Lifting, pushing, and/or pulling objects over 50 lbs:
  Never
• C. Standing or walking with objects up to 10 lbs:
  Intermittent (10% - 50% of the time)
• D. Standing or walking with objects up to 25 lbs:
  Occasional
• E. Sitting at the computer workstation for extended periods:
  Intermittent (10% - 50% of the time)
• F. Risk of back injury from moving, lifting or positioning patients, equipment, or materials:
  Occasional
• G. Repetitive motion:
  Intermittent (10% - 50% of the time)
• H. Working at heights above 4 feet:
  Never
• I. Working in confined spaces:
  Never
• J. Risk of injuries from use of equipment on the job:
  Occasional
• K. Job-related travel:
  Occasional
• L. Loud noises:
  Never
• M. Temperature extremes:
  Never
• N. Hazardous chemicals and fumes including waste:
  Occasional
• O. Radiation:
  Never
• P. Burns:
  Never
• Q. Cuts/Punctures:
  Occasional
• R. Bloodborne/airborne pathogens:
  Occasional
• S. Recombinant DNA or viral vectors:
  Never
• T. Combative/violent people:
  Never
• U. Animal handling (including carcasses):
  Never
• V. Other exposures: N/A

This position requires intermittent sitting at a computer workstation for extended periods of time; performing tasks with repetitive motions (such as typing); intermittent standing or walking with objects weighing up to 10 pounds; occasional standing or walking with objects weighing up to 25 pounds; and occasional lifting, pushing, or pulling objects weighing up to 50 pounds.