Job Details

POSITION SUMMARY

The HRIS and Compensation Analyst administers, develops, and optimizes the Human Resources Information System (HRIS) while supporting the organization's compensation programs. This role configures HR systems to meet evolving business needs, generates key HR metrics, ensures data integrity, and provides compensation analytics and reporting to support strategic decision-making. Primary HRIS responsibilities include system maintenance, process improvements, user support, reporting, and project participation. Compensation responsibilities include conducting compensation analysis, maintaining salary structures, supporting annual compensation cycles, participating in compensation surveys, and assisting in the development of total rewards programs.

This position requires close, proactive interaction with HR system users, department leaders, the Information Systems (IS) team, and external vendors.

QUALIFICATIONS

Required: Bachelor's degree in Human Resources, Business, Information Systems, or a related field. Extensive relevant job experience will be considered as a possible alternative. Must have prior experience supporting, configuring, and/or implementing HRIS systems and compensation programs in a complex organization. Ability to work independently with guidance and collaboratively as a member of a multi-disciplinary team. 3-5 years of related HRIS Analyst, Compensation Analyst, or a combination of HRIS, IS Applications Analyst, IT Project Management, and/or HR-specific roles (such as Recruiting, Compensation, HR Generalist, or HRBP) experience is required. Must have demonstrated experience supporting HR Reporting capabilities for a complex business environment, including reporting on Compensation, Talent Acquisition, Benefits, Employee Demographics, Turnover, and other relevant HR metrics at both the department and enterprise levels. Ability to interpret data trends and assist with predictive analysis to support business decision-making is required. Proficiency with Microsoft Office Suite including Excel, Word, PowerPoint, and other tools. Strong process analysis skills, written and verbal communication skills, and organizational ability.

Preferred: Healthcare industry experience is preferred but not required. Experience with UKG Pro Suite including HR, WFM, Payroll, and ATS modules is preferred. Prior experience with compensation survey participation, salary structure design, and total rewards program support is preferred. Report writing experience using specific HRIS reporting tools that pull directly from the system database is highly desirable. Preference for ability to demonstrate data trends and assist in predictive compensation and workforce analysis. Professional certifications such as SHRM-CP, SHRM-SCP, Certified Compensation Professional (CCP), or related credentials.

TYPICAL PHYSICAL/MENTAL DEMANDS

Requirements Gathering, Systems Analysis - Requires ability to concentrate on logical problem solving in the midst of distractions. Requires periods of extended keyboarding. Requires strong skills in verbal and written communications. Project Management & Implementation - Requires ability to lead project teams and sub teams, organization of complex project plans, gathering and interpreting requirements on business processes from disparate systems and manual processes into new software system implementation. Extended periods of focus and varying schedule demands.

ESSENTIAL JOB FUNCTIONS

•Partners with frontline leaders, HR, IS staff, and vendors to gather HR business requirements and configure system processes accordingly.

•Coordinates with IS to optimize HRIS functionality through process improvements and effective use of standard application features.

•Collaborates with vendors and peer organizations to enhance HRIS capabilities and stay current on system innovations.

•Leads planning, testing, and implementation of system upgrades, enhancements, and new modules; supports end users in adapting workflows.

•Develops and delivers scheduled and ad-hoc reports, dashboards, and trend analyses for HR and organizational leadership.

•Partners with HR, Payroll, and Finance to implement technology solutions and compensation initiatives aligned to business needs.

•Conducts compensation analyses, maintains salary structures, and supports annual market/merit, bonus, and incentive cycles.

•Supports participation in salary surveys and market analyses to assess competitiveness and internal equity.

•Ensures data integrity through regular auditing, testing, and validation of HRIS and compensation system data.

MARGINAL JOB FUNCTIONS

• Performs other duties as assigned

This is an exempt position; salary is based on experience.

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.