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SENIOR COMPENSATION ANALYST

Miami, FL

Post Date: 06/28/2017 Job ID: 10413 Category/Industry: Health and Safety

SENIOR COMPENSATION ANALYST

Position Summary:

50% of the work is review/approval/ calculate salary offers.  50% is partnering with department leadership as business partner/consultative work and talking to employees as well. 

Deliver consultative support for facilities and coordinate activities to ensure programs are consistent, cost effective, and aligned with the organization’ s compensation philosophy. This position will be responsible for assisting with the management of pay program development, salary plan administration, premium pay program design, and cost impact analysis.

Cost and Budget – Participates in the competitive review process, including but not limited to evaluating program effectiveness, creating organizational value, making recommendations to leadership, and administering implementation of base salary adjustments. Provide client groups with projections and analyses of cost impact for annual merit increases, bonuses and special market adjustments. Works with service lines that may be affected by salary changes to validate FTE allocation and cost estimates are within approved departmental budget.

Salary Administration – Serves as a project manager for compensation program audits, including bonus and incentive plans, premium pay programs, and other company-wide initiatives. Prepares data collection and analysis for special projects. Completes compensation surveys. Assists with the review and development of hiring guidelines to establish consistent hiring and promotional practices regarding pay. Retention – Partners with Recognition and Recruiting departments to develop retention and recruitment strategies that target high turnover jobs within the system. Schedules interviews with management and staff to discuss concerns and issues that result in employee turnover. Maintains records and compiles statistical reports concerning personnel-related data such as hires, transfers, and performance appraisals to support decisions with quantitative evidence.

Survey Utilization – Analyzes results of surveys, researches market data, and selects relevant external benchmarks to assess status of pay and benefits programs within the healthcare system. Assists with the development of tools to guide management through compensation decisions.
Consultation – Works closely with the Director of Compensation to design, develop and implement changes to compensation practices while serving as a consultant to management on premium pay programs and other pay initiatives. Provides analytical support for system changes.

Job Documentation – Provide guidance and direction in documenting and updating job descriptions to clarify or enhance the quality and consistency of position descriptions. Conduct evaluations and reviews position descriptions, using internal & external data, to document the purpose and general function of new and existing positions.

Regulatory – Assists with the study of legislative decisions and helps evaluate policies to ensure programs are competitive with industry trends and aligned with regulatory requirements.

Pay Policies – Serves as a resource to HR and management staff on compensation policies, wage/hour guidelines, and pay issues. Formulate policies, procedures and programs for recruitment, placement, and classification. Develop methods to improve employment policies, processes, and practices, and recommend changes to management. Help to prepare and distribute information to inform employees of compensation and personnel policies. Develop methods to improve employment policies and processes.

Position Control – Partner with management to create or modify positions and conducts job
evaluations/analyses to prepare compensation recommendations. Coordinates changes to pay practices, positions & salaries.
Performs other related duties as required or assigned.

Selection Criteria / Physical Requirements:

Bachelor's degree in Human Resources or other applicable disciplines. Master's degree is a plus. Three years of progressive experience in Compensation. Must have excellent communication skills with the ability to develop constructive relationships with internal and external clients.

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FlexTek Resources was founded in February of 2008. Since its inception, Flextek has focused on establishing and developing client relationships; the cornerstone of its business model.  The results of Flextek’s commitment to quality and client satisfaction are evident in their steady growth through the deployment of its suite of services to several industries around the world.  Our goal is to be a valued partner to our clients as they seek to add flexibility to their workforce, expand and venture into new opportunities while maximizing their Human Capital budgetary requirements.

Our philosophy is simple: to create a network of highly trained, reliable, experienced professionals who are ready to support our client's staffing requirements. Whether you’re looking for work or looking for a recruiting partner, look to FlexTek to partner with you to achieve your goals.

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