Senior Employment Compensation Analyst

2 weeks ago

Denver, United States Denver Health Full time

We are recruiting for a Senior Employment Compensation Analyst to join ourteam We are here for life's journey.Where is your life journey taking you? Being the heartbeat of Denver means our heart reflects something bigger thanourselves, something that connects us all: Humanity in action, Triumph in hardship, Transformation in health. DepartmentHR Administration Job Summary The Senior Compensation Strategist ("Senior Strategist") is a keymember of the Compensation Team and has shared accountability for the successof the function. The Senior Strategist, under general supervision, assistsin the development and administration of all employee and provider payprograms for Denver Health. This role is client facing so the SeniorStrategist has an assigned client group and works with Managers and Leaders atall levels of the organization to consult, advise and guide theimplementation of pay policy. The Senior Strategist routinely partners andworks in concert with other HR Partners (e.g., HRBPs, TalentAcquisition, Benefits, HRIS) to advance the HR and Compensationstrategies. The Senior Strategist guides the work of the CompensationStrategist (Analyst) relative to and when necessary assists with gatheringdata from market-based compensation surveys; analyzing survey data andapplying in alignment with Denver Health's Compensation Philosophy,writing and evaluating job descriptions, conducting job analyses andevaluations to determine proper placement of jobs within the Denver Healthstructure, assessing and reporting on market trends that impact the DenverHealth workforce. The Senior Strategist recommends changes to practice andpolicy based on changing market and/or economic conditions that impactDenver Health pay policy. The Senior Strategist maintains an understanding ofand ensures compliance with applicable state and federal employment and wageand hour laws. Relies on experience and judgment to plan and accomplish goals. Essential Functions:Strategic Partnership and Collaboration (20%)Coaches, guides and educates other HR team members on Denver Health paypolicy and practice. Takes a lead role in partnering with HRBPs, Managersand Leaders to develop competitive and comprehensive compensation solutions toaddress compensation concerns. Market Assessment (20%)Guides the work of Compensation Strategists (Analysts) and when necessaryparticipates in and gathers data from market-based compensation surveys;assesses and analyzes data and applies to jobs and employees in accordancewith Denver Health's Compensation Philosophy. Assists in conducting theannual competitive benchmarking and update process. Monitors the internal workenvironment and external market to understand economic conditions that impactDenver Health pay policy. Acts as the administrator for applications/systemsrelated to the administration of market adjustment; market pricing (salarysurvey system). Job Analysis and Evaluation (15%)Evaluates jobs, determines pay grades, and performs associated analyses(e.g. equity). Recommends various courses of action and costs for thoseoptions. Collaborate with team members to identify opportunities for aligningjobs, ensuring data integrity, and consistency in approach and process.Writes, edits and updates job descriptions. Pay Administration (15%)Leads the implementation of organization wide, regularly scheduled payactivities including but not limited to developing salary structures, meritplanning and market adjustments. Assists Managers and Leaders with resolvingday-to-day pay related concerns and questions Data Analysis and Reporting (10%)Provides analytical support and data analysis on projects, metrics and adhoc reporting. Policy and Procedure (10%)Assists in the creation, evaluation, and ongoing review of existing paypractices and policies. Monitors and reports on changing internal or externalmarket and/or conomic conditions that impact Denver Health pay policy.Recommends and implements changes to practice and policy based on thoseconditi Project Management (10%)Takes a lead role in managing and executing key organizational priorities andprojects. Partners with other HR groups, leaders, or managers to plan andexecute major initiatives including, but not limited to automation and HRsystems, job architecture development, etc. This may involve developingproject plans, monitoring progress toward on-time completion, andpreparing standard and ad hoc reports. Education:Bachelor's Degree in Human Resources, Business, Finance or related fieldRequired Work Experience: 4+ years of progressive responsibility in compensation RequiredOne (1) year of the appropriate type and level of experience may besubstituted for each required year of post-high school education: 8+ yearsof progressive responsibility in compensation (if no Bachelor's degree)Require

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