Compensation Analyst - Human Resources - Onsite

About this role

Ranked #1 for Safety, Quality and Patient Satisfaction, Jupiter Medical Center is the leading destination for world-class health care in Palm Beach County and the greater Treasure Coast.

Outstanding physicians, state-of-the-art facilities, innovative techniques and a commitment to serving the community enables Jupiter Medical Center to meet a broad range of patient needs. Jupiter Medical Center is the only hospital in Palm Beach, Martin, St. Lucie and Indian River counties to receive a 4-star quality and safety rating from the Centers for Medicare & Medicaid Services (CMS). Education • Bachelor’s degree in human resources or related field required. • SHRM-CP or SHRM-SCP preferred. • CCP Certification preferred. • One to three years of experience as a compensation analyst required.

Experience / Qualifications • 1 – 3 years of experience as a compensation analyst required • 3 - 5 years of Human Resources experience • Knowledge of labor laws, such as the Fair Labor Standards Act, and other federal laws regulating employee benefits, compensation, compliance, and privacy standards • Make informed decisions based on data and statistics • Familiarity with various types of incentives and benefits • Proficiency with HRIS, Excel, and standard MS Office suite of products • Strong quantitative and analytical skills  • Excellent Customer Service Skills • Excellent communication skills both verbally and in writing • Ability to work with limited supervision • Must be organized and ability to prioritize work • Extensive knowledge of quantitative and qualitative research methods • Excellent organizational and time management skills

Position Summary

The Compensation Analyst will research job requirements and evaluate job positions to ensure the company is competitive in the areas of salaries and employee benefits.

Responsibilities include:

• Prepares and maintains job descriptions for each position in the organization; ensures descriptions accurately reflect the work being performed by incumbents. • Interviews and surveys employees and managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job. • Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range. • Benchmarks jobs against survey data and other market intelligence to determine competitive compensation ranges for each position. • Prepares and maintains job classifications and salary scales. • Prepares and presents summary reports of job analysis and compensation analysis information. • Gathers data from market-based compensation surveys; uses spreadsheet and data analysis techniques to assess results and market trends. • Evaluates and implements job analysis instruments and materials. • Conducts data and cost analyses. • Researches’ employee benefits in similar industries; based on findings, recommends changes or updates to the company’s existing benefits or policies. • Conducts focus groups to collect employee feedback on specific issues or topics related to benefits and compensation. • Plans and communicates preferred methods and best practices for hiring, training, compensating, and evaluating employees. • Advises management on applicable state and federal employment regulations, benefits and compensation policies, human resource procedures, and collective agreements. • Performs other duties as assigned.

Team Member Competencies

Establishing Relationships Builds effective networks, working relationships, and alliances in order to collaborate effectively within department and organization.  Can relate to all kinds of people regardless of background; find topics and common interests that can be used to build rapport with others. Peer Support Provides guidance and feedback to help others strengthen knowledge/skills needed to accomplish tasks, solve problems, and perform effectively within the team.  Inspiring and Motivating Others Fosters commitment and cohesiveness by facilitating cooperation and working as a team within the organization toward goal accomplishments.  Work well with others, build consensus, and ensure cooperation to complete tasks and positive workflow.  Demonstrating Emotional Intelligence Exercises self-leadership, self-awareness, and self-regulation; manages emotions so that they are expressed appropriately; leads others by showcasing adaptability, empathy, and social skills. Acting with Integrity Interacts with others in a way that is seen as direct and truthful; ensures confidence in individual and organizational motives and representations.  Acts in a way that is consistent with personal and organizational values by keeping confidence, promises, and commitments.  Clearly states goals and beliefs; informs people of their true intentions, does what they say they will do; follows through on commitments. Being a Champion for Change and Innovation Supports people in their efforts to try new things.  Things creatively, generates novel and valuable ideas and uses these ideas to develop new or improved processes. Accepts new ways of doing things and adapts to change. Communicating Effectively Speaks and writes clearly, conveys information in a concise, organized, and logical manner.  Is adept at tailoring the message to fit the interests and needs of the audience.  Listens attentively and exercises tact, discretion, and diplomacy when interacting with members of the department and organization. Promoting Diversity and Inclusion Treats all people with dignity and respect.  Demonstrates an open-minded approach to understanding people regardless of their gender, age, race, national origin, religion, ethnicity, disability status, or other characteristics.  Challenge’s bias and intolerance.  Develops all-inclusive groups in the realms of social interaction and communication.  Shows respect for the beliefs of others; encourages and promotes practices that support cultural diversit

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