Compensation Analyst, HR​/Recruitment

Position Summary

The Compensation Analyst plays a key role in supporting the organization’s total rewards strategy through the analysis, administration, and continuous improvement of compensation programs. This position conducts compensation analyses and market research, supports job architecture and compensation frameworks, and develops recommendations that influence attraction, engagement, and retention of key talent across the organization.

Working collaboratively with HR, Operations, Finance and other business leaders, the Compensation Analyst leverages data, reporting, and industry benchmarks to identify trends and drive informed compensation decisions.

The ideal candidate brings experience designing and managing compensation programs, strong analytical capability, an understanding of compensation fundamentals, and the ability to translate data into clear, actionable insights for leaders and people managers at varying levels.

Job Title: Compensation Analyst

Location: Hybrid / Remote, Effingham

Department: myHR Talent & Rewards

Reports to: myHR Compensation Director

• Support the development and maintenance of compensation frameworks, pay ranges, and reporting.
• Advise on pay philosophy, program design, and total rewards strategy.
• Develop insights that tell a clear, actionable story for leaders, connecting pay decisions, incentives, performance, and retention outcomes.
• Conduct ad‑hoc compensation analysis and advise on correct band placement for specific roles or positions.

• Collect, analyze, and interpret external market compensation data using tools such as Market Pay/Pay Factors, ERI, Light Cast, and BLS.
• Assist in market pricing and benchmarking efforts to ensure positions remain externally competitive and internally equitable.
• Lead participation in annual and ad hoc salary surveys, ensuring data accuracy and timely submissions.
• Provide data‑driven insights and recommendations to support compensation decisions, workforce planning, and talent retention strategies.

• Translate complex compensation data into concise summaries and visualizations that enhance understanding and transparency for non‑technical stakeholders.
• Support ongoing enhancements to compensation dashboards and reporting outputs to better meet organizational needs.
• Analyze and surface patterns, trends, and outliers in compensation and rewards, identifying opportunities or risks related to retention and competitiveness.

• Partner in the job evaluation and job leveling process ensuring jobs are mapped properly to the job architecture across the organization.
• Support the annual merit and compensation planning cycle.
• Contribute to strategic compensation projects that strengthen program effectiveness, improve consistency, and support employee engagement and retention.
• Partner with Compensation leadership on continuous improvement of compensation processes, tools, and documentation.

• Support the development and delivery of compensation training and education for people managers and leadership teams.
• Build and maintain strong cross‑functional relationships to ensure compensation practices are understood, applied consistently, and aligned with operational realities.

• Bachelor’s degree in human resources, business, finance, related field, or equivalent experience.
• 2–4 years of compensation or human resources experience, with a focus on hourly or broad‑based pay programs.
• Experience working with HRIS and compensation systems such as UKG, Workday, ERI, and Market Pay/Pay Factors.
• Strong analytical, research, and problem‑solving skills, with the ability to draw insights from complex data sets.
• Proven presentation and communication skills, including the ability to explain compensation concepts clearly to managers and leaders.
• Solid understanding of compensation methodologies, job architecture, and salary structures.

• Experience supporting compensation and rewards programs in a large, multi‑site environment or within the healthcare industry strongly preferred.
• Certified Compensation Professional (CCP) or equivalent certification.

• Ability to perform essential duties satisfactorily with or without reasonable accommodation.
• Prolonged periods sitting at a desk and working on a computer.
• Must be able to lift up to 15 pounds at times.

We put our people first at Heartland Dental, and that shows in our generous benefits package.

Company retains the sole discretion to change the duties of the position at any time.

We provide all employees and applicants for employment with protections under federal, state, and local laws affording equal opportunity in employment.