Analyzes, verifies, tracks and reports on compensation programs including job evaluation and analysis for assigned functional areas.
  Responsibilities: Analyzes, verifies, tracks and reports on compensation programs Evaluates jobs by reviewing job descriptions, analyzing best practice and benchmark data both internally and externally to ensure the health system's job design is commensurate with market and internally equitable. Coordinates with department heads in developing and modifying job descriptions in accordance with requirements Continually reviews the health system's comparative position relative to market data and determines appropriate salary grades and attributes of jobs Models compensation alternatives and costs out changes; makes appropriate recommendations; coordinates with HRIT to create report templates that meet Compensation reporting needs Ensures statutory, regulatory, and organizational requirements are met including FLSA and any other regulations Collaborates with Labor and Employee Relations and Talent Acquisition Participates in special projects such as reorganizations, acquisitions, across- the-board increase processes, etc. Completes timely and accurate salary surveys and analyzes results, as necessary Operates under general guidance and work assignments are varied and require interpretation and independent decisions on course of action Performs related duties as required. All responsibilities noted here are considered essential functions of the job under the Americans with Disabilities Act. Duties not mentioned here, but considered related are not essential functions.
  Qualifications: Bachelor's Degree required, or equivalent combination of education and related experience. 1-3 years of relevant experience, required.
  *Additional Salary Detail The salary range and/or hourly rate listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining a team member's base salary and/or rate, several factors may be considered as applicable (e.g., location, specialty, service line, years of relevant experience, education, credentials, negotiated contracts, budget and internal equity).