Sr. Compensation Analyst

US-CA-Los Angeles
Job ID
2017-4577
Category
Human Resources

Overview

AltaMed Health Services is changing and growing and processes have to keep up. At Altamed we work to ensure we have the foundation to let that growth happen. We keep our eyes on the important things we do- patient services. Join our Compensation team to serve the people who serve our patient's.

 

Under supervision of the Manager, Compensation this position is responsible for administering and ensuring company compensation programs support business strategies. This role provides internal analytical expertise and consulting services related to compensation functions and program work. Development of partnership within the organization to fully understand business needs is core to the role. Overall day to day work may include job evaluations, assessment and interpretation of salary data, and participation in compensation surveys. Will provide guidance and policy interpretation to managers and HRBPs. Will assist in compensation projects including incentive plan design and documentation, developing of efficient compensation processes, development of salary structures

and the annual budgeting process.

 

 

 

 

*CB

 

 PRINCIPALS ONLY

Responsibilities

  1. Works on a variety of compensation projects as assigned including program design, analysis, cost analysis, guidelines and procedures.
  2. Participates in developing project requirements, plan design and implementation of new programs.
  3. Participates in annual performance appraisal, merit and bonus processes including promotion and off-cycle compensation requests.
  4. Compiles and analyzes salary surveys and obtain comprehensive market data to market price the positions and compare internally to company positions. Recommends new position pay levels based on research and conclusions made from compiled research and client input.
  5. Completes annual salary surveys.
  6. Reviews internal salary increases and external offers to prospective new hires for internal equity and recommend salary amounts as requested.
  7. Reviews new and revised job descriptions, exercising judgement in the determination exemption classification under California State regulations. Uses market data and internal consideration to evaluate those positions.
  8. Participates in annual salary planning benchmarking, cost analyses, merit matrix adjustments and makes recommendations.
  9. Partners with departments’ management to write and update accurate job descriptions for revised and new positions within the organization as needed.
  10. Supports HR Business Partners on requests from company leaders in collaboration on project participation and problem solving.
  11. Participates in the development, implementation, and monitoring of compensation policy, procedures, practices, and programs.
  12. Maintain compensation database of requests and monitors service levels.
  13. Conducts meetings and training with leaders, to communicate compensation policies and practices.
  14. Develops training and education materials for various audiences, promoting and supporting the compensation program; and delivers compensation training presentations.
  15. Develop methods to track compensation department data designations i.e., job descriptions, job codes, salary recommendations, tracking activity documents.
  16. Provides guidance to HR Business Partner and managers and supervisors on compensation issues.
  17. May participate in enterprise-wide HR projects that impact the function, business, or corporation. Applies creativity in the
  18. Performs other related duties as assigned.

 

Qualifications

  1. Bachelor's degree in human resources, business administration, or related field or a combination of education and progressive work experience in HR Compensation required.
  2. 5 years of advanced professional experience in compensation administration required.
  3. CCP certification and prior experience in HRIS preferred.
  4. Healthcare experience highly desirable. Experience with Physician compensation a plus.

 

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