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SalaryPay range: $33.75 - $50.62
ST. CHARLES HEALTH SYSTEM
JOB DESCRIPTION
TITLE: Compensation Analyst
REPORTS TO POSITION: Compensation Manager
DEPARTMENT: Human Resources
DATE LAST REVIEWED: October 2023
OUR VISION: Creating America’s healthiest community, together
OUR MISSION: In the spirit of love and compassion, better health, better care, better value
OUR VALUES: Accountability, Caring and Teamwork
DEPARTMENT SUMMARY: The Human Resources Department provides many services to our multi-hospital organization and medical groups including: talent acquisition, employee relations, labor relations, compensation and benefits management, information services, and on-boarding/off-boarding.
POSITION OVERVIEW: The Compensation Analyst at St. Charles Health System assists in the analysis, design, administration, and maintenance of compensation programs. The position serves as a key resource to leaders and HR team members by providing analytical expertise, and clear, transparent, interpretation and communication of SCHS’ compensation philosophy and practices. The Compensation Analyst conducts market pricing activities to ensure internal equity, external competitiveness, while adhering to over-arching compensation philosophy. This position responds to compensation inquiries in a timely manner, creates effective business partnerships, and helps increase caregiver satisfaction through well-executed compensation programs. This position does not directly manage other caregivers.
ESSENTIAL FUNCTIONS AND DUTIES:
Under general supervision, administers and maintains compensation plans and policies for the organization that comply with industry and preferred practices as well as applicable regulatory requirements.
Assists leaders with review of caregivers’ qualifications and wage recommendations for promotions, transfers, and non-disciplinary demotions.
Assists with the review of requests for new or revised jobs to determine appropriate pay grade assignment and FLSA status.
Participates in compensation surveys. Performs research, data collection, analysis, modeling, and costing for cash compensation programs.
Serves as resource to leadership in resolving department structural issues. Aids leaders in the development of effective compensation strategies that integrate with department goals and objectives.
Manages compensation data to ensure accuracy and effective administration of compensation programs. Partners with HRIS to ensure/audit caregiver data are accurate and meet all federal and state legal requirements.
Answers compensation inquiries in a timely manner, building effective business partnerships. Provides compensation consultation to leaders and HR team members.
Assures compliance with provisions of FLSA/DOL and other applicable regulatory agencies.
Supports the vision, mission, and values of the organization in all respects.
Supports Lean principles of continuous improvement with energy and enthusiasm, functioning as a champion of change.
Provides and maintains a safe environment for caregivers (employees), patients and guests.
Conducts all activities with the highest standards of professionalism and confidentiality. Complies with all applicable laws, regulations, policies and procedures, supporting the organization’s corporate integrity efforts by acting in an ethical and appropriate manner, reporting known or suspected violation of applicable rules, and cooperating fully with all organizational investigations and proceedings.
Delivers customer service and/or patient care in a manner that promotes goodwill, is timely, efficient, and accurate.
May perform additional duties of similar complexity within the organization, as required or assigned.
EDUCATION:
Required: Bachelor’s degree in Human Resources, Business Administration or related field.
Preferred: N/A
LICENSURE/CERTIFICATION/REGISTRATION:
Required: N/A
Preferred: Certified Compensation Professional certification.
EXPERIENCE:
Required: Minimum of three (3) years increasingly responsible experience in Human Resources with an analytical focus.
Demonstrated expertise in Microsoft Office; advanced Excel skills (pivot tables, v-lookup, etc.).
Proficient knowledge of principles and best practices in compensation including job analysis/evaluation; applicable Federal, State, and local rules, regulations and/or statutes; research methods and data analysis techniques.
Preferred: Experience in healthcare and/or other human resources functions. Experience with compensation management.
PERSONAL PROTECTIVE EQUIPMENT
Must be able to wear appropriate Personal Protective Equipment (PPE) required to perform the job safely.
PHYSICAL REQUIREMENTS:
Continually (75% or more): Use of clear and audible speaking voice and the ability to hear normal speech level.
Frequently (50%): Sitting, standing, walking, lifting 1-10 pounds, keyboard operation.
Occasionally (25%): Bending, climbing stairs, reaching overhead, carrying/pushing or pulling 1-10 pounds, grasping/squeezing.
Rarely (10%): Stooping/kneeling/crouching, lifting, carrying, pushing or pulling 11-15 pounds, operation of a motor vehicle.
Never (0%): Climbing ladder/step-stool, lifting/carrying/pushing or pulling 25-50 pounds, ability to hear whispered speech level.
Exposure to Elemental Factors
Never (0%): Heat, cold, wet/slippery area, noise, dust, vibration, chemical solution, uneven surface.
Blood-Borne Pathogen (BBP) Exposure Category
No Risk for Exposure to BBP
Schedule Weekly Hours:
40 Caregiver Type:
Regular Shift:
First Shift (United States of America) Is Exempt Position?
Yes Job Family:
ANALYST HUMAN RESOURCES Scheduled Days of the Week:
Monday-Friday Shift Start & End Time:
Regular Business Hours
