Job Details

Position Title: Sr. Compensation Analyst Department: Human Resources Job Description: General Description:

Provides tactical and planning compensation support to designated leaders and employees at one or more OU Health facilities. Develop, implement and/or maintain financial analysis, modeling, and support to provide accurate and responsive information to management and other stakeholders. Leads a variety of analytical complex tasks including variance and sensitivity analyses and other activities to support process improvements to maintain and ensure consistent application of OU Health Compensation standards. Conducts compensation activities including market, pay equity analysis, job evaluation, job analysis, and participates in special projects. Supports development and communication of compensation policies, processes, and programs. Research/benchmark current compensation trends and assess OU Health's programs for competitiveness.

Essential Responsibilities:

Responsibilities listed in this section are core to the position. Inability to perform these responsibilities with or without an accommodation may result in disqualification from the position.

1. Provides internal consultation on compensation matters relating to offers, promotions, retention, internal equity, market adjustments, organizational changes and workforce planning.
2. Engages leaders to understand compensation philosophy, plans, and programs and develop reporting tools to support and implement enterprise-wide and location-specific compensation related initiatives.
3. Evaluates and approves jobs and creates and manages job descriptions to ensure FLSA compliance and alignment with the company's compensation and job structure.
4. Provides compensation consultation to leadership including pay inequities, pay grade structure, market pricing, job evaluation, job analysis, FLSA designation, job leveling, salary administration guidelines, etc.
5. Contributes to the administration of performance and compensation budget planning cycle, including, but not limited to, end-of-year performance evaluation process, merit, planning, employee incentive plan, and annual market review.
6. Facilitates compensation program compliance with federal and state legislation (i.e., FLSA, EEO) as well as pay equity analysis, support the organization's DE&I initiatives.
7. Provides guidance, training and conducts peer review to lesser experienced team members.

Compensation Analytics & Data Analytics

1. Maintains the OUH's compensation structure to ensure competitiveness; conduct annual review of grade assignments, ranges, and differentials, and recommend any necessary adjustments.
2. Maintains all compensation market data and tools, recommends, and implements efficiencies in tracking and reporting. Completes submissions for compensation surveys as required.
3. Conducts pay equity analysis, regression analysis, and makes recommendations for adjustments.
4. Prepares complex financial analyses and modeling to enable short- and long-term decision making by company, service line, and senior leaders.
5. Reviews compensation proposals for compliance with established guidelines, policies, job architecture.
6. Responsible for data entry, validation and administration within the Workday compensation module and continuously explore improvements to processes and functionality.
7. Generates Workday reports and performs pay audits on data entry output to maintain the accuracy and integrity of compensation data.
8. Conducts ad-hoc research and modeling in support of project assignments including presentation of findings and recommendations for management review.
9. Conducts routine and ad-hoc audits of people and payroll data which involve compensation and performance data.
10. Manage projects from start to finish, translating needs into analysis and design recommendations across topics such as executive compensation, staff compensation, incentive plan design and equity guidelines.
11. Assists with compensation design and analysis, including working with large datasets to formulate recommendations for compensation program improvements.

Minimum Qualifications:

Education: Bachelor's degree required.

Experience: 5 or more years of experience required. Experience in a healthcare facility preferred.

License(s)/Certification(s)/Registration(s) Required: SHRM CP or SCP, Certified Compensation Professional (CCP) or other approved Total Rewards certification at the time of hire or attainment within 12 months of hire.

Knowledge, Skills, and Abilities:

1. Highly proficient in Microsoft office applications with advanced skills in Microsoft Excel.
2. High level of analytical ability with accuracy, attention to detail in work, and the ability to lead projects.
3. Able to work independently, prioritize workload, and be flexible to change.
4. Knowledge of compensation tools, programs, and practices.
5. High level of discretion, tact, diplomacy, and professionalism.
6. Substantial interpersonal skills necessary in order to interact with employees and management at all levels in problem resolution and ability to interact with external sources for survey data collection.