• Are you a gifted compensation professional?
• Do you have an eye for detail and find joy in data tables or spreadsheets?
• Are you a great communicator with a service mindset?
• Are you a resourceful solution seeker?

If you can answer YES to these questions, we may have an ideal role for you at Bryan Health as a Compensation Analyst.

Top candidates will have experience with compensation analysis in larger organizations with complex compensation structures. They will also have proficiency with market and wage analysis using third-party vendors, as well as strong communication skills for working with managers and executive leaders.

GENERAL SUMMARY:

Responsible for the development, implementation and maintenance of the Health System's management and non-management compensation systems. Develops and maintains the master file of job descriptions, standards of performance, and related competencies. Works with policy and procedure application. Coordinates with payroll and Human Resource Information Systems (HRIS) on activities related to the HRIS/payroll system.

PRINCIPAL JOB FUNCTIONS:

1. *Commits to the mission, vision, beliefs and consistently demonstrates our core values.
2. *Assists with the development and administration of the compensation programs for the various entities within the health system, to include establishing and maintaining equitable pay structures within the organization.
3. *Assists in developing and maintaining the necessary documentation to assure the compensation program is monitored and communicated appropriately.
4. *Assists with the annual assessment and determination of compensation changes necessary to maintain competitive positioning in the marketplace.
5. *Assists with determining financial impact related to recommendations regarding compensation changes as may be required.
6. *Works directly with department or entity leadership in addressing positions that may require changes; conducts job analysis/audits as necessary to determine appropriate salary grade; recommends appropriate pay grades for reclassifications, pay range changes, or new positions.
7. Coordinates and maintains the organization's job classification system, to include the determination of FLSA status; collaborates with Employee Health Services in the determination of physical requirements for specific positions.
8. *Conducts and participates in surveys of local, regional, and national pay and benefits practices; maintains the organization's library of survey data.
9. *Generates ad hoc reports for Human Resources and Leadership needs from varied information sources.
10. Reviews and assists departments with the creation and maintenance of job descriptions and job standards; assists with meeting Joint Commission requirements of assessing performance; maintains current job descriptions in appropriate repository.
11. *Assists and provides information to leadership and employees regarding issues related to compensation and classification questions.
12. *Researches special compensation programs or incentive programs to support the organization's objectives.
13. Assists in maintaining Human Resources departmental job descriptions and standards of performance.
14. Coordinates with payroll and HRIS on activities related to the personnel/payroll system.
15. Maintains professional growth and development through seminars, workshops, and professional affiliations to keep abreast of latest trends in field of expertise.
16. Participates in meetings, committees and department projects as assigned.
17. Performs other related projects and duties as assigned.

(Essential Job functions are marked with an asterisk “*”. Refer to the Job Description Guide for the definition of essential and non-essential job functions.) Attach Addendum for positions with slightly different roles or work-specific differences as needed.

REQUIRED KNOWLEDGE, SKILLS AND ABILITIES:

1. Knowledge of computer hardware equipment and software applications relevant to work functions.
2. Knowledge of human resource management processes and principles.
3. Knowledge of report writing software and database management.
4. Knowledge of Microsoft Excel and use of pivot tables and formulas.
5. Knowledge of compensation practices and philosophies.
6. Knowledge of state and national legislation concerning employment practices and wage and salary regulations.
7. Ability to communicate effectively both verbally and in writing.
8. Ability to establish and maintain effective working relationships with all levels of personnel and medical staff.
9. Ability to problem solve and engage independent critical thinking skills.
10. Ability to maintain confidentiality relevant to sensitive information.
11. Ability to prioritize work demands and work with minimal supervision.
12. Ability to work with considerable independence of action within the defined area of responsibility.
13. Ability to identify the responsibilities and work processes of various facility departments and performance requirements of their personnel.
14. Ability to maintain regular and punctual attendance.

EDUCATION AND EXPERIENCE:

Bachelor’s degree in Human Resources or Business Administration required. Minimum of three (3) years experience in direct compensation administration preferred. Strong technical skills required with report writing experience preferred. Professional compensation designation and/or certification preferred.