COMPENSATION ANALYST

Position Summary The Compensation Analyst supports the design, administration, and evaluation of compensation programs across the healthcare system. This position performs market analysis, job evaluations, salary recommendations, job classification, and compensation reporting to help ensure competitive, equitable, and compliant pay practices. The analyst partners with Talent Acquisition, and operational leaders to provide data-driven compensation guidance that supports organizational goals. The Compensation Analyst serves the Aultman Health System and ensures that compensation programs and practices follow organizational policies as well as state and federal statutes and legislation. Legal Entity Aultman Health Foundation Department Summary Human Resources provides administrative services to all companies and departments throughout the Aultman system. Primary services include compensation, benefits, talent acquisition, employee engagement, diversity & inclusion, and education and career advancement. Primary hours for operation are day shift, Monday thru Friday; available to colleagues via in person, phone, mail, email, in person, or via Help Desk ticket. Qualifications Bachelor's degree in Human Resources, Business Administration, Finance, Economics, Healthcare Administration, or related field. 2 to 5 years of compensation HR analytics, finance, or related experience. Healthcare industry experience preferred. Certified Compensation Professional (CCP) designation or progress toward certification preferred. Experience with HRIS and compensation management systems. Infor or Payscale experience preferred. Proficiency in Microsoft Office with expert knowledge of Excel. Department Qualifications Ability to lead confidential and sensitive meetings Knowledge of compensation principles, job evaluation methodologies, and market pricing practices. Understanding of healthcare compensation concepts and workforce structures. Strong analytical and problem‑solving skills. Advanced proficiency in Microsoft Excel and compensation‑related reporting tools. Ability to interpret data and communicate findings effectively. Strong attention to detail and organizational skills. Ability to manage multiple priorities and meet deadlines. Extensive knowledge of human resource laws, regulations and best practices. Excellent written and verbal communication skills. Excellent organizational and time‑management skills. Strong verbal and written communication skills with the ability to articulate complex topics. Department Skills Ability to interpret data and communicate findings effectively. Strong analytical and problem solving skills. Advanced proficiency in Microsoft Excel. Ability to manage multiple priorities and meet deadlines. Strong attention to detail and organizational skills. Extensive knowledge of human resource laws, regulations and best practices. Excellent written and verbal communication skills. Excellent organizational and time‑management skills. Strong verbal skills and ability to express complex topics. Responsibilities & Expectations Conduct market pricing analyses using healthcare and general industry compensation surveys. Evaluate new and existing positions to determine appropriate job placement and pay structure alignment. Prepare compensation recommendations related to new hires, promotions, transfers, and internal equity reviews. Support administration of salary structures, pay ranges, incentive programs, and compensation policies. Analyze compensation data and identify trends, risks, and opportunities. Maintain job descriptions and compensation‑related documentation. Assist managers with job descriptions for each position in the organization; ensures descriptions accurately reflect the work being performed by incumbents. Assist with annual compensation planning activities, including market and merit reviews and salary structure updates. Prepare reports, dashboards, and presentations for HR leadership and management. Ensure compliance with applicable federal, state, and local compensation regulations. Respond to compensation inquiries from system partners, Talent Acquisition, colleagues and operational leaders. Participate in compensation projects, process improvements, and system implementations. Maintain data integrity within HRIS and compensation systems. Interview and survey colleagues and managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job. Assess jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range. Prepare and maintain job classifications and salary scales. Prepare and present summary reports of job analysis and compensation analysis information. Gather data from market‑based compensation surveys; use spreadsheet and data analysis techniques to assess results and market trends. Collect and analyze wage and salary data to facilitate compensation management functions. Participate in third‑party compensation surveys and provide continuous research with peer companies and external markets. Work closely with Talent Acquisition to develop internal and external offers. Conduct annual compensation reviews of job levels, benchmarking to formulate recommendations to ensure competitive, cost‑effective, and legally compliant compensation programs and practices. Conduct data and cost analyses to be used in employee negotiations and collective bargaining agreements. Advise management on applicable state and federal employment regulations, compensation policies, human resource procedures, and collective agreements. Support and maintain the integrity of all compensation data and compensation systems. Working Conditions 8:00am – 5:00pm M‑F or hours as required by the job. Rare weekends and off‑shifts. Cross coverage for other compensation team members. Subject to frequent interruptions and changes in priority of duties throughout the day. Sitting/standing/moving about during working hours. Hazardous Exposure Category Category III - Includes tasks that involve no exposure to blood, body fluids, or tissues and Category I tasks are not a condition of employment. The normal work routine involves no exposure to blood; body fluids or tissues (although situations can be imagined or hypothesized under which anyone anywhere might encounter potential exposure to body fluids.) Persons who perform these duties are not called upon as part of their employment to perform or assist in emergency care or first aid or to be potentially exposed in some other way. Physical Demands Lifting 0-10 lbs – Occasional 10-33% Lifting 10-20 lbs – Occasional 10-33% Lifting 20-35 lbs – Occasional 10-33% Lifting 35-50 lbs – Occasional 10-33% Lifting 50-75 lbs – Never Lifting 75-100 lbs – Never Lifting over 100 lbs – Never Forward Reaching – Frequent 34-65% Overhead Reaching – Occasional 10-33% Standing – Frequent 34-65% Walking – Frequent 34-65% Sitting – Frequent 34-65% Climbing – Occasional 10-33% Stairs/Ladder – Occasional 10-33% Bending/Stooping – Occasional 10-33% Pushing/Pulling 0-10 lbs – Occasional 10-33% Pushing/Pulling 10-20 lbs – Occasional 10-33% Pushing/Pulling 20-35 lbs – Occasional 10-33% Pushing/Pulling 35-50 lbs – Occasional 10-33% Pushing/Pulling 50-100 lbs – Never Pushing/Pulling over 100 lbs – Never Carrying 0-10 lbs – Occasional 10-33% Carrying 10-20 lbs – Occasional 10-33% Carrying 20-35 lbs – Occasional 10-33% Carrying 35-50 lbs – Occasional 10-33% Carrying 50-100 lbs – Never Carrying over 100 lbs – Never Grasping/repetitive sustained – Frequent 34-65% Fine motor coordination – Continuous 66% of the day Vision: Near/Far/Color – Continuous 66% of the day Hearing: ordinary conversation/other – Continuous 66% of the day All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, disability, gender identity, sexual orientation or protected veteran status. The organization is an EEO/AA Employer M/F/Disability/Vet. The organization will provide reasonable accommodations to employees or applicants with disabilities, as defined by the Americans with Disabilities Act, who are otherwise qualified to safely perform the essential functions of the job, with or without accommodation, unless such accommodation would constitute an undue hardship on the organization or poses a direct threat to the health and safety of the individual or others that cannot be sufficiently mitigated by reasonable accommodation. Any applicant or employee who requires an accommodation to perform the essential functions of his or her job or to enjoy equal benefits and privileges of employment should notify the Aultman Human Resource Department and request such an accommodation. #J-18808-Ljbffr Aultman Health Foundation