Compensation Analyst

• Corporate - Corporate Human Resources
• $59,050-$79,358
• Salary
• Full Time

About Piedmont Health Services

Piedmont Health Services, Inc. (PHS) is a 501(c)(3) nonprofit and Federally Qualified Health Center (FQHC) in North Carolina. Dedicated to delivering top-tier, accessible, and inclusive primary healthcare, PHS has proudly served for 54 years and remains the largest community health center in central NC. Operating 10 Community Health Centers, two PACE (Program of All-Inclusive Care for the Elderly) SeniorCare facilities, and 2 Mobile Health Units, PHS extends its services to residents across five counties, including Alamance, Caswell, Chatham, Orange, and Lee. 

What's an FQHC?

Federally Qualified Health Centers (FQHC) are community-based healthcare providers that receive funds from the Health Resources and Services Administration (HRSA) Health Center Program to provide primary care services in under-served areas.

Job Title - Compensation Analyst

Department - Human Resources

Reports to - Chief Human Resources Officer

Benefits  

• Medical, Dental, Vision
• Flexible Spending Account, Healthcare Savings Account, and Dependent Care Account
• 403(b) Retirement Plan
• 11 Paid Holidays
• Employee Assistance Program (EAP)

About Position: 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.   

• Work Location: Administrative Office

88 Vilcom Center Drive, Suite 110, Chapel Hill, NC 27514

• Schedule: Monday - Friday 8 am - 5 pm 

• Required Travel: None (Subject to change)

Duties/ Responsibilities 

• 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.
• Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers.
• Provide advice on the resolution of classification and salary complaints.
• 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.
• Perform multifactor data and cost analyses
• 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.
• Research job and worker requirements, structural and functional relationships among jobs and occupations, and occupational trends.
• Evaluates and implements job analysis instruments and materials.
• Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers.
• Conducts data and cost analyses to be used in employee negotiations and collective bargaining agreements.
• Conducts focus groups to collect employee feedback on specific issues or topics related to compensation.
• Prepare classifications, job descriptions, and salary scales.
• 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 related duties as assigned.                                                                                         

Qualifications 

• Extensive knowledge of quantitative and qualitative research methods.
• Extensive knowledge of human resource laws, regulations and best practices.
• Excellent written and verbal communication skills.
• Excellent organizational and time management skills.
• Knowledge of SQL or R, Tableau, O*NET OnLine or Power BI is preferred.
• Knowledge of laws, regulations, HR best practices and the Fair Labor Standards Act.   
• Proficient with Microsoft Office Suite or similar software.

Education:

• Bachelor's degree in Human Resources or related field required.
• SHRM-CP or SHRM-SCP preferred.
• One to three years of experience as a compensation analyst required.

Pay Range - $59,050 - $79,358

EEO Statement

Piedmont Health Services, Inc. provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to sex, sex stereotyping, pregnancy (including pregnancy, childbirth, and medical conditions related to pregnancy, childbirth, or breastfeeding), race, color, religion, ancestry or national origin, age, disability status, medical condition, marital status, sexual orientation, gender, gender identity, gender expression, transgender status, protected military or veteran status, citizenship status, genetic information, or any other characteristic protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. 

DEI Statement

Piedmont Health Services, Inc. (PHS) endeavors to maintain an inclusive workplace, one that is reflective of the patient population that we serve and the individuals whom we employ. We strive to incorporate inclusiveness throughout our work culture, including the way that we recruit, support, and retain employees. We believe that having employees from diverse backgrounds, cultures, and experiences is an asset. It helps us to view the world through different lenses embodying the perspectives, opinions, approaches, and values that our employees bring to work daily. In fact, inclusion is woven into the very fabric of our work life, which allows our employees to perform at their highest possible potential.