Lead Compensation Analyst

📋 Description

• • Serve as the go-to compensation strategist for a 15,000-employee health system, translating complex market data into competitive, equitable pay structures that directly influence recruitment, retention, and clinician engagement across every Riverside campus.
• • Own end-to-end job analysis for high-impact clinical and corporate roles: dissect job descriptions, benchmark against eight national survey sources, model pay gaps, and present C-suite-ready insights that shape annual budget allocations exceeding $50 M in base and variable compensation.
• • Architect and administer sophisticated pay programs—base salary bands, long- & short-term incentives, on-call allowances, physician production bonuses, and retention spot awards—ensuring each plan document is audit-ready and compliant with FLSA, CMS, and Joint Commission standards.
• • Act as staff advisor to the Riverside Health Performance Management Council; draft agendas, craft executive presentations, capture decisions, and translate governance directives into updated compensation policies that cascade to 200+ HR and talent acquisition partners.
• • Mentor a team of three Compensation Analysts through weekly case reviews, Excel modeling labs, and market-pricing workshops, building bench strength that reduces cycle time on complex pricing requests from five days to under 48 hours.
• • Drive annual compensation cycles—merit, market adjustment, and incentive payout—by orchestrating HRIS EIB uploads, validating payroll interfaces, and publishing real-time dashboards that keep finance, payroll, and 120 hiring managers on schedule and within budget.
• • Lead regulatory audits of job classifications and FLSA designations for 1,800+ positions, producing gap analyses and remediation plans that have passed Department of Labor and external auditor scrutiny for three consecutive years.
• • Partner with Talent Acquisition to craft competitive offers for hard-to-fill roles such as ICU nurses, interventional radiologists, and data scientists, balancing internal equity with market urgency to achieve a 92 % acceptance rate on critical hires.
• • Translate compensation analytics into actionable stories: build Power BI visuals that reveal pay-equity trends, turnover hot spots, and incentive ROI, enabling HR Directors to proactively adjust programs before they impact patient care quality.
• • Champion continuous improvement by piloting AI-driven survey matching tools and robotic process automation for EIB uploads, cutting manual effort by 30 % and freeing analyst time for strategic consultation with executive leadership.
• • Serve as the escalation point for sensitive pay complaints and executive compensation requests, applying deep policy knowledge and diplomacy to resolve issues while safeguarding Riverside’s reputation for fair, transparent pay practices.
• • Contribute to multi-year compensation strategy roadmaps that anticipate workforce shortages, value-based reimbursement shifts, and evolving clinician expectations, positioning Riverside as an employer of choice in a fiercely competitive healthcare market.