HRIS Business Analyst

Compensation and HRIS Business Analyst page is loaded## Compensation and HRIS Business Analyst locations:
New Britain, CTtime type:
Full time posted on:
Posted Yesterday job requisition :
R26 #
*
* Position Location:

** Hospital for Special Care#
** Scheduled Weekly

Hours:

** 40#
*
* Work Shift:

** First Shift#
** Department:
** Human Resources We are dedicated to creating an environment of care and engagement that makes us one of the most desirable places to work, providing exceptional care to each patient each and every day!
** Compensation and HRIS  Business Analyst  HRIS
***
* Qualifications:

*** Bachelor’s degree in Human Resources, Business Administration, Economics, Finance, Statistics, or a related field.
* 3-5 years of experience in HR analytics, HR business analysis, compensation, or benefits roles (combined experience preferred).
* Experience working with HRIS platforms, Workday preferred
** Skills and Competencies
*** Strong analytical and quantitative skills with the ability to interpret complex data sets.
* Advanced proficiency in Excel
* Knowledge of labor laws, solid understanding of compensation principles, pay equity, and compliance requirements
* Excellent communication skills with the ability to translate data into clear insights for non-technical audiences.
* Strong stakeholder management and collaboration skills.
* High attention to detail and commitment to data accuracy and confidentiality.
** GENERAL

ACCOUNTABILITIES AND ESSENTIAL FUNCTIONS
**** HR Business Analysis
*** Act as a strategic partner to HR and business leaders by providing analytical insights on workforce trends, headcount planning, turnover, productivity, and talent metrics.
* Develop, maintain, and enhance HR dashboards and reports using HRIS and data visualization platforms.
* Analyze HR data to identify trends, risks, and opportunities; present findings in clear, executive-ready formats.
* Support HR initiatives such as organizational design, workforce planning, talent management, and performance management through data analysis.
* Ensure data accuracy, integrity, and consistency across HR systems and reporting outputs.
* Collaborate with IT HR teams on system enhancements, data governance, and process improvements using Workday tools.
** Compensation Analysis
*** Analyze and administer compensation structures, salary bands, plans, and job evaluations to ensure internal equity and market competitiveness.
* Participate in annual compensation review, including salary survey completion and merit increase modeling.
* Conduct market pricing and benchmarking using compensation surveys and external market data.
* Monitor compensation costs; provide insights and recommendations to support budgeting and cost control.
* Ensure compliance with relevant labor laws, pay equity regulations, and internal policies.
** Stakeholder and Project Support
*** Support HR leadership with ad hoc analysis. and reporting
* Contribute to HR projects such as internal audits, compensation practice redesign.
* Prepare documentation, presentations, and communication materials for leadership and employees as needed.
** Physical Demands:
** The physical demands described here are representative of those required to successfully perform the essential functions of this job.
* Primarily sedentary desk work requiring extended periods of sitting (analyzing data, preparing reports, reviewing pay structures).
• Frequent use of a computer, keyboard, mouse, and related office equipment.
* Occasional walking around the office to meet with HR partners or attend meetings.
* Occasional lifting and carrying of light informational materials (binders, printed reports), typically under 15 pounds.
* Visual acuity sufficient to read detailed reports and compensation data accurately.
* Hearing and speech sufficient for effective professional communication.
** Work Demands:
** The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.
* Office-based work environment with minimal exposure to physical hazards.
* Frequent interaction with HR leadership, managers, finance, and external compensation vendors.
* High…