Compensation Analyst Executive

Overview:

CommonSpirit Health was formed by the alignment of Catholic Health Initiatives (CHI) and Dignity Health. With more than 700 care sites across the U.S. from clinics and hospitals to home-based care and virtual care services CommonSpirit is accessible to nearly one out of every four U.S. residents. Our world needs compassion like never before. Our communities need caring and our families need protection. With our combined resources CommonSpirit is committed to building healthy communities advocating for those who are poor and vulnerable and innovating how and where healing can happen both inside our hospitals and out in the community.

Job summary / Purpose
The Compensation Analyst for Executive Compensation position supports CommonSpirit Health compensation programs from plan design through implementation and ongoing administration. Plays a critical role in the annual maintenance and administration of the CommonSpiritHealth (CSH) incentive programs to include alignment and adherence to the plan documents and automated system (Infor) used to administer and manage the plans. Support the Executive Compensation function through completion of market surveys, analysis of data and through data-driven insights to improve the efficiency, engagement, and effective delivery of our executive compensation and equity programs. Administer pay programs, monitor and maintain compensation plan budgets, prepare reports to be used for modeling and determining cost of potential changes to the compensation plans (merit, market, incentives, salary ranges, bonus, etc.)  Serves as a resource to facility, market, region and system leadership teams on compensation related matters.

Essential Key Job Responsibilities

• Provides support and actively participates in all aspects of the administration of the incentives and awards programs. 
• Ensures the creation and setup of new incentive enrollment profiles are accurate and all eligible participants are included and properly enrolled. Ensures positions are properly aligned to the incentive profiles. Participates in the annual review and maintenance of  HR systems in preparation of the annual incentive process.
• Actively participate in the monthly incentive enrollment process of eligible incentive participants. This includes confirming eligibility guidelines are met by participants, researching eligibility issues, documenting participant movement throughout the plan year. Engages with Compensation leaders and analysts to confirm eligibility rules are accurately captured and reflected in comp program setup for their respective region, markets or facilities 
• Supports and participates in year-end incentives and awards administration process. This includes validation of the setup of goals and results, incentive calculations, final eligibility status confirmation of eligible participants, submission to payroll for payment along with any additional true up activities to make employees whole to conclude the incentive and awards season.
• Analyzes and provides recommendations on executive compensation. This includes job review, market pricings, comprehensive market analysis regarding executive positions across CommonSpirit. Maintains CommonSpirit standards for benchmarking compensation to ensure consistency in methodologies and to aid in the analysis of model effectiveness and the identification of best practices.
• Ensures the executive compensation guidelines and processes are followed. Organizes the information and is responsible to maintain the consistency and integrity of executive compensation for CommonSpirit.
• Provides necessary data to external compensation consulting organizations for the purpose of developing comparative data used in the determination of executive compensation plans and external opinion on reasonable compensation.
• Partners with Executive Recruitment, HR Operations, HR Technology and other CommonSpirit colleagues to ensure continuous improvement of processes and technology in support of compensation programs. Identifies issues and concerns and offers options of potential solutions for problem solving. Ensures accuracy of compensation-related data that is maintained within information systems and databases.
• Ability to work with pressing deadlines, prioritize tasks, and demonstrate flexibility with changing priorities

Functional Competency 

Compensation Management - Knowledge of compensation structure and related concept and ability to design, implement and evaluate compensation programs, policies and processes within an organization. 
HR Legal and Regulatory Environment - Knowledge of federal, state and local laws and ability to advise on laws and regulations affecting HR practices. 
Incentive Programs - Knowledge of incentive planning tools, techniques and procedures; ability to develop and implement incentive and rewards programs. 
Salary Planning - Knowledge of salary planning tools and methods, job evaluation techniques, and market salary trends; ability to design and implement salary programs. 
Specific Human Resources Systems Application - Knowledge of features, functions and operations of specific human resources (HR) systems or applications; ability to design, implement, and operate specific HR systems in the organization. 

Minimum Qualifications

Required Education and Experience 
Bachelor's degree or five (5) years of related job or industry experience in lieu of degree. Two (2) years of compensation, human resources, or finance experience. 

Required Minimum Knowledge, Skills, Abilities and Training
Demonstrated technical proficiency in Excel, Google Sheets and other HR Technology applications using quantitative analysis, charting, pivot tables and formulas. Strong analytical and problem-solving skills. Experience in presentation and education skills to include delivery and communications as well as technical software. Experience with Infor  HRIS Software System preferred.

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