Compensation Analyst

Regions is hiring a Compensation Analyst. The Compensation Analyst designs and administers human resources policies and procedures relative to the management of the compensation programs for Regions and RHSC. Conducts analysis of new or revised compensation practices, policies, and strategies; applies mathematical and statistical methodologies to determine costs/benefits; prepares proposals and implement programs; evaluates programs to verify effectiveness and recommends revisions as appropriate.

Performs a variety of compensation related functions, including job evaluations, salary analysis and other duties as assigned.

MINIMUM QUALIFICATIONS

Education

Bachelor’s degree in human resources, business administration, industrial relations, or related field. 6 years of HR experience may substitute for education Experience: Two years of experience in Human Resources or compensation that includes analytical background. Licensure/ Registration/ Certification: None Knowledge, Skills and Abilities: Strong verbal and written communication skills required Familiar with the standard concepts, practices and procedures related to compensation Strong computer & spreadsheet background PREFERRED QUALIFICATIONS: Education: None Experience: Previous healthcare experience preferred.

Licensure/ Registration/ Certification: None Knowledge, Skills and Abilities: None MAJOR JOB DUTIES AND TASKS: Percentage Of Time: Development and support of the compensation program 30% a. Assesses the impact of the existing program’s policies/practices on the needs of the organization b. Develops and introduces innovative alternatives to traditional base pay, and anticipates and evaluates salary trends to meet the retention and recruitment needs of the organization c.

Participates in committees and work groups as a resource and recommendation maker Establishes and implements organization-wide and HR/PR practices, procedures and policies to support the compensation program Management of the compensation program 30% a. Utilizes the HRIS system efficiently to manage compensation programs b.

Adjusts employee pay and status, according to policies and procedures c. Establishes and maintains tracking systems for CBJD, job evaluations and compensation schedules d. Produces compensation and HRIS reports as needed e. Establishes and maintains market survey and benchmark position databases f. Develops new methods and improvements for maintaining and distributing position and compensation data g.

Conducts internal compensation audits to insure internal equity h. Annually, and as needed, collects survey information and prepares recommendations for salary structures i. Reviews and analyzes wage and salaried jobs and prepares job descriptions in standardized form j. Consistently evaluates jobs following established methodology for current philosophy k.

Accurately costs out affects of proposed pay adjustments Communication and education 30% Develops educational materials for various audiences, promoting and supporting the compensation program Facilitates the understanding of the compensation programs and philosophy across the organization Proactively communicates changes in compensation programs to appropriate staff in a timely manner.

Ensures compliance with Regions, RHSC and regulatory agency 10% practices and policies Reviews practices, procedures and strategies to determine if consistent with legal, regulatory and organizational polices Participates in and assists with advisory committee activities related to JCAHO Attends appropriate seminars/workshops for FLSA compliance Initiates and participates in audits of employee data and compensation practice and compliance Additional Expectations: Complies with safety instructions, observe safe work practices, provides input on safety issues and promotes a safe work environment.

Maintains regular and timely attendance Protects confidentiality Demonstrates participation in and support of the organization's Corporate Integrity Program by participating in compliance-related education and training and complying with the organization's policies and procedures. Timely completion of all mandatory education and organizational requirements (i.

e. licensure/certification, Employee Health and Wellness requirements, annual training, etc.)