Job Summary: The Compensation Analyst provides guidance, coordination, and support of compensation administration policies and practices to assigned operating units across Care New England. The Analyst will administer and maintain compensation-related data and coordinates the implementation of compensation programs and initiatives. Participates in compensation surveys, conducts market analysis and evaluates survey data to recommend rates, ranges and salary adjustments. As appropriate, the Analyst will provide guidance and support to the Human Resources Business Partners (HRBPs) and managers in applying compensation management principles, guidelines, procedures, and best practices. Works with managers/supervisors to collect and examine detailed information regarding job duties to update and prepare job descriptions in accordance with policy and state/federal requirements. Works on special projects when necessary.

This is a hybrid position upon completion of training

Requirements:

• Bachelor's Degree Required
• Minimum 3 to 5 Years experience in compensation. Previous healthcare experience preferred
• Certification in at least one major HR discipline such as PHR, SPHR, or CCP preferred
• Solid understanding of organizational policies, procedures, and practices as well as current state and federal wage laws
• Demonstrated problem-solving, conflict resolution, and decision-making skills. Ability to resolve, manage, and communicate complex issues to all levels
• Strong customer-service orientation. Effective in operating in a collaborative, matrixed environment

Duties/Responsibilities:

• Advises and coordinates with management in the classification of positions, job classifications, and application of compensation policies and procedures.
• Serves as a resource for Operating Unit HR management and staff regarding compensation and job description administration.
• Researches, prepares, and analyzes data that reflect internal and external market considerations. Conduct job audits, where applicable.
• Works collaboratively with the recruitment teams at each operating unit to assist with new hire rate workups.
• Prepare job descriptions, recommends salary ranges based on market data and internal structure and communicate recommendations in a concise, customer-focused format.
• Complete assigned compensation surveys; provide analysis and preliminary recommendations relative to job evaluation, design, classifications and market trends
• Assists in developing and implementing compensation strategies to support assigned operating units.
• Assists in coordinating and processing salary increases across the system.
• Audits pay practices to ensure compliance with federal and state legislation applicable to wage and hour laws and regulations and internal pay policies; thoroughly document findings and recommend appropriate solutions for compliance.
• Assist in the design of management information systems that provide hiring managers and supervisors with requisite information regarding salary administration, including salary equity reports, ongoing market comparative data, internal equity analysis, etc.

Additional Information:

Care New England Health System (CNE) and its member institutions, Butler Hospital, Women & Infants Hospital, Kent Hospital, VNA of Care New England, Integra, The Providence Center, and Care New England Medical Group, and our Wellness Center, are trusted organizations fueling the latest advances in medical research, attracting top specialty-trained doctors, and honing renowned services and innovative programs to engage in the important discussions people need to have about their health.

EEOC Statement: Care New England is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.

Ethics Statement: Employee conducts himself/herself consistent with the ethical standards of the organization including, but not limited to hospital policy, mission, vision, and values.

Americans with Disability Act Statement: External and internal applicants, as well as position incumbents who become disabled must be able to perform the essential job-specific functions either unaided or with the assistance of a reasonable accommodation, to be determined by the organization on a case-by-case basis.