Compensation Analyst

The Compensation Analyst must perform difficult, complex, technical and / or specialized office support work, which requires the exercise of independent judgment, the application of technical skill and a detailed knowledge of the activities and procedures specific to the department.

The Compensation Analyst must have the ability to work well under pressure, meet tight deadlines, and work independently with little supervision.

He / She must demonstrate analytical skills and independent judgment.

The Compensation Analyst must display the ability to be self-motivated, work independently with minimal supervision, be able to evaluate the scope of each day's work, and display excellent time management skills and be able to prioritize as warranted.

The Compensation Analyst will be responsible for conducting market analysis / review as requested, provide pay grade / market and / or pay rate recommendation to Managers and Recruiters.

The Compensation Analyst will complete financial worksheet to show impact to department or affected employee group. Compensation Analyst will work with leadership to facilitate the market adjustment by making requested changes to grades / rates or pay recommendations, provides financial information to Finance Department for approval of market adjustment and completing Authorized Complement Change Request forms (A.

C.N.'s) for either Shared Services or IT Department for upload into the HR PeopleSoft System. Compensation Analyst will be responsible for handling related issues to market adjustment, including but not limited to incorrect information and missing employee(s).

The Compensation Analyst must be able to run and adjust SQL reports based on department need / request. Provide regulatory reports for departments such as Legal and Physician Practice as requested such as for Insurance Coverage, Workers Comp, Employee Staff Reports, Physician / Mid-level Provider Reports and D&O Reports.

Must be able to interrupt requirements of requested report and assess if report can be run or needs to be sent to IT Department.

The Compensation Analyst must be able to create new job codes in HR PeopleSoft System and shift differential. Responsible for entering Workers Compensation codes in the job code table based on Workers Compensation definitions.

Responsible for adding new KRONOS Org job definitions to the HR System by mapping data for the KRONOS Organization Job Code structure to ensure that job codes are assigned correctly for scheduling system.

Must add KRONOS org job definitions to the ledger as requested. Must enter correct HR Job Fields (clinical / non-clinical designations).

Must be able to update job titles as requested. Must also be able to use the HCM in PeopleSoft to set up new markets, pay grades and ranges.

Must be able to update markets, pay grades and ranges in HCM PeopleSoft.

The Compensation Analyst is responsible for creating new departments in HR PeopleSoft, Tree Manager and Tree Security. Responsible for updating department name, manager name, VP name and department telephone extensions for SPOK in HR PeopleSoft on the Department Table.

Must update leadership changes on Department Table and Tree Manager as needed. Work with accounting to make all management changes to department table and tree manager.

Compensation Analyst is responsible for adding all job descriptions to HR S-Drive and Taleo. Responsible for administering all job description projects with help of Team by updating all job descriptions with new verbiage based on DNV regulations and well as required departmental changes.

Create new job descriptions by as needed by department and / or management. Responsible for distributing high volumes of job descriptions and creating ad-hoc job descriptions as needed.

Compensation Analyst is the liaison for all employee evaluation regulatory audits and is responsible for pulling all annual evaluations for DNV and State Surveyors.

May also have to pull 6 month / initial assessment evaluations for all DNV, State Surveyors etc.

Responsible for leading, facilitating and completion of annual evaluation process for over 5000 active employees. Responsible for running Annual Status Update report and sending to Executive Management.

Update KRONOS Reports TO list, where Manager is assigned access to PTO and STD balances.

Assign Managers / Executives to KRONOS Reports Scheduler to receive email notifications regarding employees taking PTO and STD Bank.

Assign row level security for cost center reports to managers and assistant managers or whomever the manager designates to have access to cost center reports.

Assistant Sr. Compensation Analyst with Physician Practice acquisitions. Responsible for filling in for Senior Compensation Analyst in absence.

Work with Employee Relations to update Annual Competence Review policy on Erlanger intranet.

Education :

Required : Associate degree in a related field. Formally trained in computer software.

Preferred :

Bachelor's Degree in Personnel Administration, Human Resources Management or a closely related field.

Experience :

Required : Three to four years of office experience, preferably in Human Resources.

Preferred :

PeopleSoft experience and proficiency with PeopleSoft Query Reports and nVision Reports.

Position Requirement(s) : License / Certification / Registration

Required : Preferred :

Preferred :

Department Position Summary :

The Compensation Analyst must perform difficult, complex, technical and / or specialized office support work, which requires the exercise of independent judgment, the application of technical skill and a detailed knowledge of the activities and procedures specific to the department.

The Compensation Analyst must have the ability to work well under pressure, meet tight deadlines, and work independently with little supervision.

He / She must demonstrate analytical skills and independent judgment.

The Compensation Analyst must display the ability to be self-motivated, work independently with minimal supervision, be able to evaluate the scope of each day's work, and display excellent time management skills and be able to prioritize as warranted.

The Compensation Analyst will be responsible for conducting market analysis / review as requested, provide pay grade / market and / or pay rate recommendation to Managers and Recruiters.

The Compensation Analyst will complete financial worksheet to show impact to department or affected employee group. Compensation Analyst will work with leadership to facilitate the market adjustment by making requested changes to grades / rates or pay recommendations, provides financial information to Finance Department for approval of market adjustment and completing Authorized Complement Change Request forms (A.

C. N s) for either Shared Services or IT Department for upload into the HR PeopleSoft System. Compensation Analyst will be responsible for handling related issues to market adjustment, including but not limited to incorrect information and missing employee(s).

The Compensation Analyst must be able to run and adjust SQL reports based on department need / request. Provide regulatory reports for departments such as Legal and Physician Practice as requested such as for Insurance Coverage, Workers Comp, Employee Staff Reports, Physician / Mid-level Provider Reports and D&O Reports.

Must be able to interrupt requirements of requested report and assess if report can be run or needs to be sent to IT Department.

The Compensation Analyst must be able to create new job codes in HR PeopleSoft System and shift differential. Responsible for entering Workers Compensation codes in the job code table based on Workers Compensation definitions.

Responsible for adding new KRONOS Org job definitions to the HR System by mapping data for the KRONOS Organization Job Code structure to ensure that job codes are assigned correctly for scheduling system.

Must add KRONOS org job definitions to the ledger as requested. Must enter correct HR Job Fields (clinical / non-clinical designations).

Must be able to update job titles as requested. Must also be able to use the HCM in PeopleSoft to set up new markets, pay grades and ranges.

Must be able to update markets, pay grades and ranges in HCM PeopleSoft.

The Compensation Analyst is responsible for creating new departments in HR PeopleSoft, Tree Manager and Tree Security. Responsible for updating department name, manager name, VP name and department telephone extensions for SPOK in HR PeopleSoft on the Department Table.

Must update leadership changes on Department Table and Tree Manager as needed. Work with accounting to make all management changes to department table and tree manager.

Compensation Analyst is responsible for adding all job descriptions to HR S-Drive and Taleo. Responsible for administering all job description projects with help of Team by updating all job descriptions with new verbiage based on DNV regulations and well as required departmental changes.

Create new job descriptions by as needed by department and / or management. Responsible for distributing high volumes of job descriptions and creating ad-hoc job descriptions as needed.

Compensation Analyst is the liaison for all employee evaluation regulatory audits and is responsible for pulling all annual evaluations for DNV and State Surveyors.

May also have to pull 6 month / initial assessment evaluations for all DNV, State Surveyors etc.

Responsible for leading, facilitating and completion of annual evaluation process for over 5000 active employees. Responsible for running Annual Status Update report and sending to Executive Management.

Update KRONOS Reports TO list, where Manager is assigned access to PTO and STD balances.

Assign Managers / Executives to KRONOS Reports Scheduler to receive email notifications regarding employees taking PTO and STD Bank.

Assign row level security for cost center reports to managers and assistant managers or whomever the manager designates to have access to cost center reports.

Assistant Sr. Compensation Analyst with Physician Practice acquisitions. Responsible for filling in for Senior Compensation Analyst in absence.

Work with Employee Relations to update Annual Competence Review policy on Erlanger intranet.