Compensation Analyst

Come join a growing organization with an incredible mission! We are seeking a Compensation Analyst to lead this critical function for our growing enterprise. Presbyterian Homes & Services was ranked #1 Best Employer by Forbes Magazine and is an acquisitive, growing company in the senior-living industry. Our CEO has a 97% favorability rating on Glassdoor with a strong business model and growth plans.

Reporting to our Vice President – Human Resources, we are looking for a talented professional who has experience that includes, but is not limited to assisting with the development, implementation and administration of compensation practices and identifies opportunities for improvement to Compensation policies and practices and makes recommendations to the Head of Total Rewards.

The Compensation Analyst will be expected to assist in researching business intelligence for general and executive compensation, modeling financial scenarios, analyzing, and presenting data, and making recommendations consistent with PHS’s business and total rewards strategies.

The candidate works collaboratively with Corporate Human Resources team members, and staff supported by Hamline Office HR, and functional directors of assigned areas of accountability.

Responsibilities

• Assist to ensure compensation is competitive within the market and consistent with organizational principles and total rewards philosophies.
• Assists in the development and administration of employee salary administration programs by performing the following duties.
• Develop and implement salary administration guidelines.
• Identify best practices for compensation administration.
• Manage compliance related to compensation, including but not limited to conducting FLSA assessments, review Common Law Questionnaires to determine the accurate classification based on IRS guidelines, analyze employee groups for purposes of internal pay equity and monitor and audit pay practices to ensure compliance with policies, guidelines, and wage and hour laws.
• Ensure compensation practices align with PHS compensation philosophies and go-to-market strategies
• Manage all compensation-related changes, including focal increases, market adjustments, equity adjustments and related changes.
• Review proposed salary actions to ensure conformance with established guidelines and policies.
• Responding to client-related requests, as appropriate.
• Lead job analysis process. Create, develop, review, and maintain job descriptions to ensure FLSA compliance, consistency across the organization, and that they accurately reflect the responsibilities of each position.
• Research, gather, and analyze data to determine the appropriate salary level and job title for existing and proposed positions via systematic job evaluation processes. Review and classify new and/or existing position descriptions to determine appropriate salary grade assignment and guide Regional HR Directors with placement on wage scale. Assist in updating paygrade structures as needed
• Work within PHS systems, ensures all aspects of job creation are addressed in a timely manner i.e., creation of position in Dayforce (HRIS), posting of new and/or revised position descriptions in applicable network locations. Build, modify, end positions in HRIS to ensure available for site utilization.
• Assist with the development and maintenance of the Compensation Handbook procedures and policies to streamline processes and ensures compliance with regulatory requirements in accordance with annual review by compensation committee. Provide group or one on one training to HR managers, hiring managers, site leaders, etc. on hiring guidelines and pay practices.
• Conduct research to understand industry and organization-specific issues, including financial information, compensation and rewards and organization performance.
• Conduct benchmark reviews and market pricing of jobs, including analysis of pay structures, internal pay equity, updates to paygrades, and job leveling activities for new and updated roles
• Participate in salary surveys and analyzes results to determine PHS’s market relationship. Research market trends, monitor competition and recommend (as needed) changes or modifications to wage scales, pay practices, position classification, or pay adjustments. Develop recommendations to adjust salary structure in response to changing organizational needs and market values.
• Analyze current organizational pay practices and makes recommendations for salary changes to ensure equity. Use published or conducts ad hoc surveys to obtain and analyze market pay rates. Makes recommendations on appropriate pay grade level. Reviews recommendations within PHS guidelines for internal equity. Prepares reports on findings and completes administrative steps to formalize recommendations.
• Assist the Total Rewards leader or other senior HR leaders with the coordination of compensation projects such as reports for the PHS Board of Directors, integration of new communities via acquisition, legal partnerships, greenfield sites, etc.
• Research special compensation programs or incentive systems to support the PHS’s objectives.
• Administration of organization-wide recognition programs
• Assist with report and proposal writing as it relates to describing and summarizing project objectives, methodologies, analysis and results as well as proofing for accuracy.
• Demonstrate good stewardship of available resources. Assist in the care and maintenance of departmental equipment, supplies, work areas, and facilities; obtain supplies and equipment as needed.
• Promote continuous self-development and growth. Exhibit technical competence in the field by being familiar with and ensuring compliance with regulations and established best practices. Maintain current knowledge of community resources and organization and industry policies and practices. Use discretion and independent judgment to compare and evaluate possible courses of action and decision-making.
• Support the integration of Christian Culture through communication and education systems.
• Other areas as identified to support aligned goal setting and achievement as driven by the Total Reward Manager.

Qualifications

MINIMUM Qualifications

• Bachelor’s Degree ideally in Human Resources, Business Administration, finance, economics, statistics, mathematics or related field or equivalent experience.
• Professional in Human Resources (PHR) certification or Certified Compensation Professional (CCP) preferred.
• Minimum two years Compensation experience including compensation design, administration, and data analysis with knowledge of Human Resources principles and best practices in compensation including job analysis and evaluation.
• One to two years of business-related experience is preferred, preferably involving data analysis and financial modeling.
• Technical knowledge and experience working in HR information systems (e.g., Ceridian Dayforce), and with Microsoft Suite.
• Experience with various salary survey tools.
• Experience working in multi-state, multi-site health care-related firm is preferred.
• Strong critical thinking skills and the ability to:
• Gather, analyze and organize data using a logical and systematic process
• Ascertain relevant and irrelevant data when conducting analytical work
• Visualize and articulate problems and concepts in a systematic manner
• Recognize patterns and issues in sets of data
• Identify obstacles impeding project progression.
• Ability to present ideas in a business-friendly language and tailor communications, formal or informal, to the audience.
• Flexibility, adaptability and the ability to work under tight deadlines or changing needs; strong attention to detail.
• Confidence and ability to work independently as well as in a team structure.
• Demonstrated ability to read, write, speak, and understand the English language to communicate with all customers.
• Demonstrated compatibility with PHS’ mission and operating philosophies.

About PHS

Presbyterian Homes & Services (PHS), based in St. Paul, Minnesota, is a non-profit, faith-based organization providing a broad array of high quality housing choices, care and service options for older adults. Over 7,000 employees serve 27,000 older adults through 50 PHS-affiliated senior living communities in Minnesota, Wisconsin and Iowa, and through Optage® home and community services. PHS is also co-owner of Genevive, a progressive model of primary care, care navigation and value-based services for over 5,300 older adults in Minnesota. Established in 1955, PHS has earned the reputation as an innovative leader concerned with promoting independence, vitality and well-being for those they serve.

We believe employees are the most important resource in our ministry and we are committed to an environment where employees are valued and empowered to make a difference. With a strong commitment to grow our employees from within, the development opportunities with us are virtually unlimited. We offer competitive wages, opportunities for advancement, ongoing training, and incredible benefits like education assistance and nursing loan forgiveness.

If you have a desire to honor God by enriching the lives and touching the hearts of older adults, consider answering the call and join our team.

PHS is an EEO/AA employer. All applicants will receive consideration for employment regardless of their race, color, creed, religion, national origin, sex, sexual orientation, disability, age, marital status, or status with regard to public assistance.