Senior Compensation Analyst

Job Description

Senior Compensation Analyst (2600000Y)

The Senior Compensation Analyst serves as a subject matter expert, leading Compensation analyses and consultative support to HR and business leaders by providing best practice guidance and recommendations, and ensuring pay practices are competitive, market-relevant, strategic, and compliant with regulatory requirements.

Bachelor's Degree in Human Resources, Business, Finance, or related field. (Required)

Master's Degree related field. (Preferred)

5 years of related HR/Data/Finance experience (minimum of 3 years direct Compensation experience) (Required)

Advanced analytical skills and experience with data visualization tools (e.g. Power BI, Tableau, etc.)

Certified Compensation Professional (CCP) (Preferred)

Serve as primary compensation point of contact for assigned client groups, responsible for partnering and consulting on Compensation related items with HR partners and Business Leaders.

Leads various Compensation analyses such as market pricing, job evaluations, and pay structure assessments. Analyze and model compensation scenarios, forecasting costs and implications.

• Responsible for more complex Compensation requests (salary offers, equity reviews, job evaluations, FLSA, Union pay inquiries, etc.) and ensuring accuracy and alignment of output from Analysts.

Lead/participate in implementing designated compensation programs/projects (not limited to) such as annual performance management and merit increases, annual incentive payout, special market adjustments, union negotiation analysis and support, etc. Monitors and ensures project progress, adherence and ongoing communications.

Oversees compensation survey management and participation for assigned surveys, including project planning, timelines, accurate data and timely submissions. Provides audit oversight of surveys from Analysts.

• Partners with the Program Manager and Compensation Manager to implement program communications and training activities for projects and initiatives.

Serves as a resource for compensation applications (such as Market Pay, JDXpert) for data updates, user assistance and vendor support.

Oversight of compensation resources ensuring timely and efficient updates, communication and ongoing assessment of process enhancements.

In partnership with the Program Manager and Compensation Leadership, develop and implement compensation programs and policies, enhancements and recommendations.

Maintains working knowledge of regulatory matters to ensure compliance and proactive assessment of changes impacting the organization. Preemptively seeks information and knowledge sharing.

• Provides ongoing process and audit reviews; serve as peer review lead to ensure compliant fiscal safeguards.

Full-Time Salary Range: 93329.6 - 155563.2

Maryland-Silver Spring

Inventa Towers 1 Inventa Place Silver Spring 20910

Human Resources

People

Shift: Day

Work Schedule:

8:30am-5:00 pm

Jan 6, 2026, 12:58:08 PM

Childrens National Hospital is an equal opportunity employer that evaluates qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender, identity, or other characteristics protected by law. The “Know Your Rights” poster is available here: and the pay transparency policy is available here:
Know Your Rights Pay Transparency Nondiscrimination Poster.

Please note that it is the policy of Children's National Hospital to ensure a “drug-free” work environment: a workplace free from the illegal use, possession or distribution of controlled substances (as defined in the Controlled Substances Act), or the misuse of legal substances by all staff (management, employees and contractors). Though recreational and medical marijuana are now legal in the District of Columbia, Children's National and its affiliates maintain the right, in accordance with our policy, to enforce a drug-free workplace, including prohibiting recreational or prescribed marijuana.