Summary:

Under general supervision, assists employees in understanding and using their compensation and helps to process and maintain compensation programs. Assists manager with design, development and direction of compensation programs to meet Consortium-wide objectives.

Responsibilities:

Edits and maintains job descriptions according to established format. Maintains centralized job description library. Extracts, analyzes and reports wage and salary information from electronic database systems.

Coordinates the compensation and job evaluation meetings.

Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.

Assists with special projects such as: Merit, Incentives, Market Pay salary survey software upgrades, enhancements to current compensation processes, and new compensation programs.

Assists with ongoing maintenance of various compensation programs including updates in our global HRIS system, job description posting process, survey participation, etc.

Participates in salary surveys by extracting and reporting wage & salary data. Keeps wage & salary communication documents updated and distributes documents as needed. Maintains survey library.

Compares positions internally and externally, making recommendations for grade level changes ensuring internal equity and external competitiveness.

Performs other duties as assigned.

Compensation Analyst III

Provides complex analytical and data support on compensation-related projects, development and implementation of compensation pilots and programs intended to address business and staffing challenges.

Compiles data and summarizes results verbally and/or in the appropriate written format to assist department in documentation and presentations. Makes recommendations regarding the best method to track data. This may also include updating compensation formulas and/or developing compensation formulas and modeling as guided by leadership.

Analyzes data to prepare reports and assists in monitoring the use and effectiveness of pay programs within the organization. Performs detailed analysis of proposed and existing programs. Analyzes activity to help identify trends and inconsistencies to determine if compensation program objectives have been met. Distributes to appropriate parties on an ongoing basis or as assigned. Supports competitive and market survey data activities including purchase, participation and compensation data entry.

Develops, manages and monitors project budgets and contracts. Completes internal and external written and oral reports professionally and in a timely manner. Coordinates with ANTHC finance department to insure timely and accurate financial reporting.

Provides strategic compensation consulting services and develop presentations using data to effectively inform senior leadership.

Performs deep analysis on effectiveness of existing compensation programs and recommend innovative compensation alternatives to internal clients, ensuring the solutions address business objectives, market.

Other information:

KNOWLEDGE and SKILLS
• Knowledge of human resources policies and procedures.
• Knowledge of customer service concepts and practices.
• Knowledge of presentation and public speaking skills.
• Knowledge of benefits and compensation organization and regulation.
• Skill in oral and written communication.
• Skill in managing multiple priorities and tasks concurrently and meeting deadlines.
• Skill in establishing and maintaining cooperative working relationships with others.
• Skill in operating a personal computer utilizing a variety of applications.
• Skill in mathematics and analysis.
• Skill in MS Excel.

Compensation Analyst II&III
• Knowledge of in-depth compensation theories and practical applications.
• Skill in working well under pressure in a self-directed environment.
• Skill in compiling, synthesizing, reconciling and analyzing data from various sources, draw conclusions and make recommendations.

MINIMUM EDUCATION QUALIFICATION

A Bachelor's degree in business, human resources or related field. Experience may be substituted for education on the following basis: one year of relevant, full-time professional experience is equivalent to one year of college education.

MINIMUM EXPERIENCE QUALIFICATION

Non-supervisory - Six (6) years' experience in providing Human Resources administrative support. An equivalent combination of relevant education and/or training may be substituted for experience.

MINIMUM CERTIFICATION QUALIFICATION

Certified Employee Benefits Specials (CEBS), SHRM Certified Professional (SHRM-CP), or Professional in Human Resources (PHR) or obtained within one (1) year of hire.

PREFERRED CERTIFICATION QUALIFICATION

Compensation experience preferred. CCP (Certified Compensation Professional) certification preferred.