HRIS & Compensation Analyst

Wage Range:
Min: $63,832, Mid: $80,526, Max: $97,241

The HRIS & Compensation Analyst is responsible for managing and optimizing HR systems while supporting compensation programs through data analysis, reporting, and insights. This role bridges HR technology and total rewards, ensuring data integrity, system efficiency, and informed compensation decisions across the organization.

• Maintain and optimize HRIS systems, ensuring data accuracy, integrity, security and troubleshoot system issues and provide end‑user support. Partner with HR, IT, and vendors on system updates, enhancements, and integrations.
• Develop and maintain HR dashboards and reports for workforce insights and leverage data tools to improve reporting speed and quality. Build advanced reports and dashboards using Excel, Power Query, and HRIS tools.
• Support annual compensation processes (merit, bonus, market adjustments).
• Provide data‑driven insights on headcount, turnover, and compensation trends as well as analyze compensation data to identify trends, gaps, and equity concerns.
• Assist with salary benchmarking, job evaluations, and compensation recommendations with hiring managers.
• Automate reporting processes to improve efficiency and accuracy and identify opportunities to streamline HR and compensation processes, being sure to document processes and maintain data governance standards.

• Experience working with HRIS platforms (ADP, Oracle, Clear Company, etc.).
• Advanced Microsoft Excel skills (pivot tables, Power Query, complex formulas, and data visualization).
• High attention to detail and data accuracy and the ability to translate data into actionable insights.
• Strong analytical and problem‑solving skills and knowledge of data visualization tools.
• Experience with compensation benchmarking tools (Payscale, ERI, etc.).
• Understanding of compensation structures and job architecture.
• Bachelor’s Degree in Human Resources, Finance, Business or related field and minimum 3 years’ experience in HRIS, compensation, or HR analytics preferred or equivalent combination of education and experience.
• Professional in Human Resources (PHR)–HRCI or Senior Professional in Human Resources (SPHR)–HRCI preferred.
• CCP or working towards – Certified Compensation Professional preferred.

• Regularly:
  Sitting, Feeling/Touching, Talking, Hearing, Vision – close peripheral, depth
• Frequently:
  Standing, Walking, Grasping/Reaching – with arms and hands, Repetitive Motions
• Occasionally:
  Climbing and/or Balancing, Stooping, Kneeling, Crouching, and/or Crawling, Lifting (30 lbs.)

Heartland Bank is deeply committed to creating a workplace where inclusion is not only valued but prioritized. We’re proud to be an equal opportunity employer, seeking to create a welcoming and diverse environment. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, family status, marital status, sexual orientation, national origin, genetics, disability, age, or any other non‑merit based or legally protected grounds.

The salary range represents the range of possible compensation at the time of posting. Heartland Bank considers several factors when extending an offer, including but not limited to, the role and associated responsibilities, a candidate’s work experience, education/training, key skills, and internal equity.

The salary range minimum, midpoint, and maximum listed above represent a full range of career compensation growth over time in this position and pay grade. Starting pay typically starts between minimum and midpoint upon hire. The Bank offers compensation growth opportunities within its career architecture.