Compensation Analyst, HR​/Recruitment

Job Description Idaho National Laboratory is hiring a

Job Description Idaho National Laboratory is hiring a Compensation Analyst to work on our Human Resource Talent Rewards team. Our team works a 9x80 schedule located out of our Idaho Falls Willow Creek facility with every other Friday off.

Idaho National Laboratory needs Compensation Analysts whose analytical expertise in compensation will directly support mission-critical research driving America's energy and technological future, with work playing a pivotal role in shaping compensation strategies that empower the brilliant minds behind groundbreaking nuclear innovations, grid modernization, and space exploration advancements. You'll evaluate job positions determining classification, FLSA status, and salary, recommend and implement new and innovative compensation programs that are both cost-effective and provide strong competitive positioning, support the laboratory's salary administration program through external market analysis, evaluation of job descriptions, completion of job audits, and compensation policy development, and ensure company compliance with federal and state laws including reporting requirements.

Your responsibilities include preparing occupational classifications, job descriptions, and salary scales, providing advice on resolution of classification and salary complaints, advising managers and employees on state and federal employment regulations and compensation policies, performing multifactor data and cost analyses that may be used in areas such as preparing reports to summarize job analysis and compensation analysis information, consulting with or serving as technical liaison between business, HR support teams, and managers, making determinations of candidate qualifications, developing competitive salary offers, and strategizing to implement talent management processes.

Essential Job Functions And Responsibilities

• Perform compensation analysis for new and existing positions, promotions, out-of-cycle increases, and other compensation actions.
• Conduct multifactor market analysis using internal and external data sources to guide pay decisions and support salary administration programs.
• Conduct job audits and review job descriptions to ensure internal consistency, accurate leveling, and compliance with federal and state wage and hour laws.
• Evaluate job positions to determine FLSA exemption status, classification, market alignment, and salary placement.
  
  Monitor FLSA status and support leaders in maintaining compliance with FLSA and other applicable regulations.
• Identify trends, patterns, and inconsistencies in compensation data and develop actionable recommendations.
• Provide consultative support to managers and HR Business Partners regarding job design, classification, pay practices, and employee career progression.
• Guide leaders in interpreting compensation data and making equitable, competitive salary decisions.
• Advise managers and employees on federal/state regulations, compensation policies, and personnel procedures.
• Recommend and implement new and innovative compensation programs and improvements that support competitive positioning and cost effectiveness.
• Support and contribute to compensation policy development and salary structure management.
• Collaborate with HRIT to enhance, integrate, and maintain talent management and compensation systems.
• Prepare reports summarizing job evaluations, compensation analysis, market findings, and audit outcomes for leadership.
• Maintain accurate documentation supporting classification, FLSA determinations, and compensation recommendations.
• Support organizational initiatives such as job architecture refinement, workforce planning, and internal audits.

Minimum Qualifications

Level…