Compensation Analyst at BEACON HEALTH SYSTEM in Granger, Indiana

Job Description:

Reports to the Supervisor of Compensation. Assists with the administration of Beacon Health System's compensation programs, ensures that job descriptions are current, analyzes market salary survey data, recommends pay grade assignments for jobs, maintains the performance appraisal program and assists in the development and communication of compensation programs, procedures and policies. Conducts research and makes recommendations to maintain a competitive and internally equitable salary structure. Creates and maintains various compensation reports.MISSION, VALUES and SERVICE GOALS

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  MISSION: We deliver outstanding care, inspire health, and connect with heart.


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  VALUES: Trust. Respect. Integrity. Compassion.


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  SERVICE GOALS: Personally connect. Keep everyone informed. Be on their team.

• Developing, writing and updating job descriptions from interviews, position analysis questionnaires, observations of associates performing their work and/or discussions with management.


• Ensuring that job descriptions are updated on a regular basis in compliance with Beacon Health System's job description policy.


• Collecting, analyzing and reporting market salary survey data in order to assign positions to the appropriate pay grade and for general pay increases, promotions and special pay adjustments.


• Conducting comprehensive market reviews for each entity as scheduled.


• Recommending pay rates for new associates, promotional increases, transfers, and special pay adjustments as requested.


• Researching records and associate files to evaluate and analyze internal pay equity and to address other pay-related concerns and issues. Also communicating information regarding the results as required.


• Conducting reviews of positions, job families and comparable positions to ensure internal pay equity.


• Ensuring that the job code database is maintained so that positions are established correctly in the Human Resource Information System (HRIS) and updated when needed. Also facilitating the on-line position requisition process by ensuring that job codes for new positions are set up in the HRIS in a timely manner.


• Utilizing and updating systems used by Compensation to access salary data that is necessary to complete various salary survey questionnaires by the communicated deadline. Also utilizing knowledge of various positions to appropriately match positions and complete surveys accurately.


• Preparing and maintaining required records, reports, pay grade listings, salary schedules, correspondence and other documents.


• Performs audit including but not limited to associates under the minimum of their pay grade, RN's are at the correct RN grid rate, non-skilled jobs are at the appropriate rate, weekend alternative hours are being met, add on review, etc.

• Auditing completed Performance Review Forms for appropriate pay increase percentages; also notating discrepancies that are not in compliance with the program.


• Ensuring that the performance appraisal database is up-to-date and that Performance Review Forms (both 90-day and annual) are entered in the HRIS.


• Maintaining records to ensure that base pay performance increases are given only to eligible associates according to established guidelines.


• Processing annual pay increases accurately and ensuring they are done in accordance with the entity's policy.

• Providing information regarding compensation programs and policies to management in a timely manner.


• Interacting with department directors and managers to answer questions and address concerns regarding such things as: compensation programs, pay practices, internal pay equity among associates and compensation policies and procedures.


• Collaborating with the HRIS team and the Finance Department (payroll) staff to implement merit (base pay performance) increases and other pay adjustments. Also responding to pay-related questions regarding individual associates (from both associates and management).


• Creating and maintaining accurate compensation re Education and Experience
  The knowledge, skills and abilities as indicated below are normally acquired through the successful completion of a Bachelor's degree in Human Resources Management, Business Administration or a related area, relevant experience may be accepted in lieu of degree. A minimum of two years of experience in Human Resources is required. Previous experience in developing and maintaining compensation programs is preferred.
  
  Knowledge & Skills
  
  
  
  • Requires the analytical skills to conduct job analyses, assess labor market statistics and provide input regarding the maintenance of equitable pay relationships among associates.
  
  
  • Requires knowledge of compensation programs, policies and procedures.
  
  
  • Requires strong computer skills including knowledge of word processing, spreadsheets and database programs.
  
  
  • Demonstrates the organization skills and detail orientation necessary to prepare clear, accurate job descriptions, reports and written recommendations regarding compensation-related topics, etc.
  
  
  • Demonstrates the interpersonal and communication skills (both verbal and written) necessary to communicate, with all levels of staff, in an effective and positive manner. Also must be able to provide explanations about various pay programs, the results of market reviews, job evaluations, policies and procedures, etc.
  
  
  • Requires the ability to work in a team environment.
  
  
  • Demonstrates skills in multi-tasking and the ability to prioritize tasks.
  
  
  
  Working Conditions
  
  • Works in an office environment.
  
  Physical Demands