Job Summary

This position is in Temecula and can be hybrid; 3 in office/2 home after 90 day introductory period.

The Senior Compensation Analyst collaborates with staff across the Region and responsible for the Southern California Regional pay practices, strategies, wage surveys, and market studies. Duties include but not limited to utilizing market data to understand current salary trends and predict future needs. In conjunction with annual budget preparation, presents recommendations for future market adjustments. Tracks market adjustments against salary budget dollars. Recommends rates of pay for new employees and changes in pay rates due to changes in employment status, promotion, and demotion based on the pay practice policy. Maintains an accurate database of compensation ranges and differentials per job code by facility. Analyzes new job descriptions for wage grade placement, and maintains job description electronic library. Responsible for working with facility HR staff to standardize the job descriptions. Participates in Wage & Hour Task Force Initiatives and salary surveys for all Southern California Region facilities.

Responsibilities and Duties

POSITION SPECIFIC RESPONSIBILITIES:

• Compensation  Partners with Regional Human Resources Director (HRD) and Group Vice President on the Regional pay practices and strategies to support region/facility recruitment and retention efforts. 
• Works under the direction of Regional HRD in collaboration with Corporate Compensation in the completion of wage surveys and market studies.
• Utilizes market data to understand current salary trends and predict future needs. 
• Compares market survey results against current pay practices to develop recommendations for market and pay practice adjustments by facility. 
• In conjunction with annual budget preparation, presents recommendations for future market adjustments.
• Tracks market adjustments against salary budget dollars. 
• Recommends rates of pay for new employees and changes in pay rates due to changes in employment status, promotion, and demotion based on the pay practice policy. 
• Works with Regional and facility HRDs and Corporate Compensation department to establish priorities and makes recommendations related to market studies. 
• Coordinates the completion of ePAF as needed due to market adjustments and pay grade changes.
• Maintains an accurate database of compensation ranges and differentials per job code by facility.
• Updates and notifies appropriate staff as changes occur. 
• Trains leadership staff in compensation practices and processes as needed.
• Performs salary history investigations related to internal equity issues as requested or indicated. 
• Ensures adherence to wage and hour compliance; consults on interpretation.
• Maintains HR compensation guides by facility for recruiters and HR management use. Reviews and updates as needed.
• Analyzes new job descriptions for wage grade placement, and maintains job description electronic library.
• Responsible for working with facility HR staff to standardize the job descriptions. 
• Works with facility HR staff to ensure accurate years of experience (YOE) data is maintained in Lawson. 
• Provides HRIS Compliance Oversight; audits employee data and recommends the appropriate changes to the facility HR staff, monitors monthly RAS reports. 
• Generates and audits pay period, and quarterly reports to ensure compliance with system requirements.
•   Audits and maintains data integrity in Lawson and MarketPay. 
• Participates in Wage & Hour Task Force Initiatives and salary surveys for all Southern California Region facilities.
• Recruitment  Reviews all facility offers, with recommendations above the midpoint of the pay grade, makes revisions to offers as appropriate to pay grade, candidate experience, internal fit, and secures appropriate approvals for these offers.
• Reviews all facility offers where base compensation is at or above $125,000 annually. Prepares justification to include candidate experience, system equity, and market data prior to sending to Regional HRD and Group Vice President for approval. 
• Acts as a resource to recruiters in areas of pay practices, bonus incentives, relocation, and candidate offers.
• Coordinates salary quote process; preparing quotes, reviewing internal equity, and working with Corporate Compensation and Regional HRD as appropriate. 
• Continually audits and recommends changes to bonus and other specialty programs and incentives to ensure they meet current market trends and facility recruitment needs.
• Annual Performance Appraisals 
• System Administrator for HealthStream Performance Management module; sets up and launch annual performance evaluations process.
• Recommends performance assessment templates and process changes. 
• Coordinates annual review process by monitoring compliance regarding timeliness and completion and reporting financial impact by facility. 
• Jointly manages the annual performance review and performance increase process. The process is designed and managed to ensure
  • 1) timely completion of reviews,
  • 2) accuracy of hourly rate changes
  • 3) timely follow-through by management on reviews delayed due to action plans. 
• Ensures pay increase files are forwarded to corporate compensation timely for electronic upload and processing.
• Policy Management  Reviews, analyzes and makes recommendations for all compensation related policies/practices including; relocation, education reimbursement, shift differential, bonuses, promotions, and other special pay practices, etc. 
• Monitors facility and department compliance with compensation policies and procedures to include promotions, demotions, acting capacity bonuses, etc.

Qualifications and Skills

• Bachelor’s degree in human resources, business or related field required.
•  5-7 years of relevant compensation experience required, preferably in a healthcare setting.

CERTIFICATIONS/LICENSES:

 Completion of CCP (Certified Compensation Professional) highly preferred.

OTHER SKILLS AND ABILITIES:

•  Demonstrates knowledge and ensures compliance with The Joint Commission and Title 22 standards and guidelines.
•  Demonstrates compliance with healthcare policies and procedures at all times.
•  Ability to set priorities and appropriately organize workload and complete assignments in a timely manner.
• Demonstrates ability to relate to clinical personnel and medical staff, as well as ability to interact well with the public.
•  Must have knowledge of PC and applications.
•  Ability to pass Excel test.
•  Strong mathematical aptitude and analysis skills.
•  Strong interpersonal skills.
•  Good communication skills, excellent organizational skills, ability to multitask.
•  Skilled in analyzing job content and job description development.
•  Knowledge of standard generally accepted compensation practices.
•  Detailed knowledge of State and Federal Wage and Hour regulations.
•  Ability to generate detailed written reports.
•  Must have the ability to manage multiple conflicting priorities