Senior Compensation Analyst

Senior Compensation Analyst This Senior Compensation Analyst is responsible for administering and enhancing compensation programs and processes for Nutex Health employees across the enterprise, including the corporate office, micro-hospitals, and IPAs across 13 states. The role serves as a key liaison to Human Resources and management to analyze, recommend, implement, and refine compensation practices, policies, and programs that support business needs and align with organizational philosophy.

The Senior Compensation Analyst provides both strategic and hands-on support in areas such as job evaluation, market pricing, salary structures, annual compensation cycles, pay equity, job architecture, and pay transparency, helping ensure compensation programs are competitive, internally equitable, compliant, and scalable across a complex organization.

RESPONSIBILITIES Job Architecture and Job Evaluation Reviews, monitors, and approves job descriptions in partnership with HR and Recruiting and business stakeholders to ensure job descriptions are accurate, current, and appropriately reflect role scope, responsibilities, and required qualifications.

Supports the development, maintenance, and governance of job architecture, including job families, levels, titling conventions, and role alignment across the organization.

Performs job evaluation activities for new and existing roles using established methodologies and market-based practices.

Determines appropriate job level, salary grade, and FLSA exemption status, where applicable, for new and revised positions.

Market Pricing and Salary Surveys Performs market pricing and internal equity reviews for positions across multiple functions and geographies.

Evaluates survey matches and market data quality to support accurate and reliable compensation analysis.

Monitors compensation market trends, pay movement, and emerging practices across key labor markets.

Compensation Analysis and Administration Analyzes compensation data including base pay, spot bonuses and shift differentials to support hiring, promotions, transfers, retentions, and other pay actions for full-time, part-time, and PRN employees.

Works with HR Generalists and business leaders to evaluate salaries for new hire offers, promotions, transfers, retentions, and other ad hoc adjustments as requested.

Assists with the preparation, implementation, and maintenance of salary structures, ranges, and compensation guidelines.

Provides data-driven recommendations that balance market competitiveness, internal equity, business needs, and compensation philosophy.

Annual Compensation Programs Assists in the planning, preparation, and administration of the annual merit process.

Supports development of merit planning tools, guidelines, reports, and communications.

Answers questions and provides guidance to HR team and managers on organizational philosophy, pay-for-performance, salary positioning, and system-related issues.

Assists in the administration of the annual incentives (cash bonus and stock), including data validation, and reporting activities as needed.

Conducts audits and analysis during and after annual compensation cycles to ensure accuracy, consistency, and adherence to guidelines.

Pay Equity, Pay Transparency, and Compliance Supports pay equity analyses to identify trends, risks, and opportunities for improvement across employee populations and geographies.

Assists in evaluating compensation outcomes to promote fair and consistent pay practices.

Supports pay transparency readiness and compliance activities, including analysis, documentation, and response preparation as requirements evolve across jurisdictions.

QUALIFICATIONS Bachelor’s degree in Human Resources, Business, Finance, Accounting, or related field required.

Minimum of five years of progressive compensation experience required, including experience in job evaluation, market pricing, salary surveys, and compensation administration.

Experience participating in annual merit and incentive processes required.

Experience with compensation databases, HR systems, and reporting tools required.

Experience supporting compensation programs in multi-state healthcare organization preferred.

Experience in pay equity analysis, job architecture, and pay transparency initiatives preferred.

Certified Compensation Professional (CCP) designation preferred.

KNOWLEDGE, SKILLS & ABILITIES Strong knowledge of compensation principles and practices, including market pricing, job evaluation, salary structures, pay…