Compensation Analyst

Position Summary/Position

The Compensation Analyst is responsible for assisting with the development, evaluation, integrity and overall pay competitiveness of IEHP’s Salary Administration program.  Responsible for researching, analyzing, and participating in industry wide compensation surveys to ensure IEHP’s compensation programs are market competitive and meet plan objectives.

Major Functions (Duties and Responsibilities)

1. Assist with the development, implementation, and administration of compensation practices, identify opportunities for improvement to Compensation policies & practices and make recommendations to HR leadership.
2. Review and address all pending requests including new hire offers, promotions and transfers in TMS, and send timely reminders to leadership to prevent delays in processes and retros. This may include review of Position Control Committee (PCC) submissions, conferring with managers and preparing written reports on findings and recommendations.
3. Conduct job analysis, evaluation, and salary administration to determine appropriate pay grades, salary ranges, and pricing based on internal and external equity. This may include review and assessment of market data, benchmark descriptions, and departmental compensation reviews. Prepare and present summary reports of compensation analysis, cost, and impact in an easily understandable format to non-technical audiences and in anticipation of business needs.
4. Regularly review and audit positions, team members’ salaries, compa-ratios, pay ranges and pay practices to ensure they are fair, competitive and equitable, and identify team members below and/or above range min and max, in compliance with IEHP policies, guidelines, wage & hour laws and best practices.
5. Participate in compensation surveys. Benchmark positions using salary surveys for developing and maintaining salary structures, pay grades and other compensation practices. Prepare and present findings & recommendations, and handle administrative steps to formalize recommendations.
6. Document and maintain all position changes on a monthly basis including pay grade changes, new and inactive positions while ensuring data integrity in both TMS and ADP systems. Assist in the preparation and audit of the monthly pay schedule.
7. Review new positions in anticipation of recruitment to ensure appropriate classification. Based on position-specific information, determine if an existing description can be used for classification. As necessary, audit and recommend modifications to position descriptions which accurately reflect current roles, responsibilities, requirements and FLSA status.
8. Take initiative in all compensation projects and proactively research and propose recommendations in anticipation of business needs.
9. Ensure data accuracy and integrity by performing periodic audits. Work with internal teams to identify and resolve data issues.
10. Research situations as they arise related to aspects of compensation to provide clarity for resolution in consideration of historical practices, similar situations, etc.
11. Assist with the development and documentation of compensation procedures to streamline processes and ensure compliance with IEHP compensation philosophy and regulatory requirements.

Supervisory Responsibilities

Experience Qualifications

A minimum of five (5) years of experience in the administration of compensation programs.

Preferred Experience

Education Qualifications

Bachelor’s degree from an accredited institution required.

Preferred Education

Professional Certification

PHR/SPHR/SHRM certification preferred. CCP is a plus.

Professional Licenses

Drivers License Required

Knowledge Requirement

Requires in depth knowledge of the administration of varied compensation programs including range structure and survey data interpretation.

Skills Requirement

Must be proficient in SAP, ADP, and MS Office. Extensive knowledge of quantitative and qualitative research methods including technical knowledge of EXCEL, which includes development of spreadsheets with formulas, functions, pivot tables, and lookups.
Strong analytical and problem-solving skills, and attention to detail, including experience with modeling and costing. Excellent interpersonal, organizational and time management skills. Demonstrated experience building strong client relationships using solid interpersonal and collaborative skills.

Abilities Requirement

Demonstrated customer service and conflict resolution skills. Ability to address difficult situations in a constructive manner.

Commitment to Team Culture

The IEHP Team environment requires a Team Member to participate in the IEHP Team Culture. A Team Member demonstrates support of the Culture by developing professional and effective working relationships that include elements of respect and cooperation with Team Members, Members and associates outside of our organization.

Working Conditions

Physical Requirements