Compensation Analyst

The Compensation Analyst is responsible for supporting daily high volume Compensation requests.

Partner with members of the Human Resources team on issues related to compensation. Primary functions include, but are not limited to: Recommend pay rate for internal promotions, internal transfers, and external candidates, assist in the creation of job descriptions, participate in salary surveys, assist with administration of annual performance cycle as it relates to Compensation, assist on ad hoc projects as requested.

Connecticut Children's is the only health system in Connecticut that is 100% dedicated to children. Established on a legacy that spans more than 100 years, Connecticut Children's offers personalized medical care in more than 30 pediatric specialties across Connecticut and in two other states. Our transformational growth establishes us as a destination for specialized medicine and enables us to reach more children in locations that are closer to home. Our breakthrough research, superior education and training, innovative community partnerships, and commitment to diversity, equity and inclusion provide a welcoming and inspiring environment for our patients, families and team members.

At Connecticut Children's, treating children isn't just our job - it's our passion. As a leading children's health system experiencing steady growth, we're excited to expand our team with exceptional team members who share our vision of transforming children's health and well-being as one team.

Connecticut Children's offers a comprehensive compensation and benefits package for eligible team members, including medical, dental and vision insurance, hospital paid life and disability coverage, paid time off and leave programs, education and training assistance, a retirement savings plan with hospital match, and an employment assistance program. Eligibility for certain benefits is based on scheduled hours worked. All team members are eligible to participate in the retirement savings plan, regardless of scheduled hours worked. Additional benefit information is available here.

Education and/or Experience Required:

• Education: High School Diploma, GED, or a higher level of education that would require the completion of high school, is required.
• Experience:
• 5+ years directly related experience

Or

• 3+ years related experience in Healthcare.

License and/or Certifications Required:

• Education: Bachelor''s degree in business, Human Resources, or related field

Knowledge, Skills and Abilities Required:

Knowledge

• Knowledge of compensation principles and practices, with ability to operate with minimal inputs and make sound recommendations

Skills

• Skilled in analyzing and evaluating job content.
• Excellent oral and written communication skills, as well as research, analytical, evaluation, and negotiation skill.
• Knowledge of computerized information systems used in human resources applications.
• Proficient in Excel, PowerPoint and database skills including the development of spreadsheets and presentations.

Abilities

• Able to provide exceptional customer service and support.

• Evaluate jobs across all levels and functions of the organization for determination of appropriate range, level, and FLSA status.

• Recommend pay rate for internal promotions, internal transfers, and external candidates. Partner with Talent Acquisition, HR Business Partners, and managers to ensure base pay rate is equitable and appropriate.

• Participate in annual and ad hoc salary surveys on behalf of the organization. Ensure salary surveys are completed and submitted, meeting survey deadlines.

• Post survey results for access by members of the Compensation team.

• Track salary survey budget and spend.

• Complete full market review for assigned job families utilizing current market survey data. Develop estimates and action proposal as related to market review and adjustments.

• Regularly conduct internal equity analysis to ensure equitable and fair pay.

• Review job descriptions and support Human Resources Business partners with steps necessary to create a new job.

• Provide guidance on areas such as job level, appropriate market title and appropriate FLSA classification.

• Provide support on job structure review project work.

• Assist and collaborate in the planning, coordination, facilitation, administration, and reporting of the annual merit program.

• Performs other job-related duties as assigned.

• Evaluate jobs across all levels and functions of the organization for determination of appropriate range, level, and FLSA status.

• Recommend pay rate for internal promotions, internal transfers, and external candidates. Partner with Talent Acquisition, HR Business Partners, and managers to ensure base pay rate is equitable and appropriate.

• Participate in annual and ad hoc salary surveys on behalf of the organization. Ensure salary surveys are completed and submitted, meeting survey deadlines.

• Post survey results for access by members of the Compensation team.

• Track salary survey budget and spend.

• Complete full market review for assigned job families utilizing current market survey data. Develop estimates and action proposal as related to market review and adjustments.

• Regularly conduct internal equity analysis to ensure equitable and fair pay.

• Review job descriptions and support Human Resources Business partners with steps necessary to create a new job.

• Provide guidance on areas such as job level, appropriate market title and appropriate FLSA classification.

• Provide support on job structure review project work.

• Assist and collaborate in the planning, coordination, facilitation, administration, and reporting of the annual merit program.

• Performs other job-related duties as assigned.