Senior Compensation Analyst

at  UPMC

We’re searching for a Senior Compensation Analyst to join our Corporate Compensation Department. If you are an experienced compensation professional, preferably with some healthcare knowledge, this may be the perfect fit for you!
The Senior Compensation Analyst is a regular, full-time position that primarily works standard business hours, Monday through Friday. A perk of the position includes some remote work flexibility!
In this role, the Senior Compensation Analyst provides independent consultative analysis to business units on the administration of compensation and reward practices and procedures. They demonstrate a proven ability to develop, propose, and present major compensation recommendations to senior level management.
The ideal candidate has corporate compensation and market survey knowledge. Additionally, they are familiar with Microsoft Power tools. If this sounds like a fit for you, apply online today!

• Write system-wide compensation policies for the UPMC Policy and Procedure Manual and assist with reviewing and updating the Compensation Manual.
• Develop, implement, and evaluate direct and indirect reward and pay strategies.
• Project leader for major compensation initiatives (i.e. budget process, merit pay administration, job standardization, e-performance, training & education initiatives). Meet project deadlines with minimal supervision. Provide direction and leadership to other members of the compensation team.
• Develop, modify, and run queries and reports to generate data used for compensation planning and audits using HR Direct, Excel, and Access. Publish monthly reports designed to analyze, trend and implement solutions to add value to the organization.
• Develop, propose, and present major compensation recommendations to business unit human resources and departmental senior management. Collect and evaluate compensation data to assist management and/or business unit human resources in making pay decisions and designing pay programs. Perform related cost projections. Identify trends and issues proactively and develops plans of action to resolve.
• Serve as a consultant to business unit human resources on compensation-related issues. Communicate to assigned business units in a concise, customer-focused format. Ensure business unit human resources have current and accurate compensation information and related policies/procedures. Design and conduct specialized training as appropriate. Conduct FLSA training sessions for Human Resources and Department Managers.
• Complete special projects, such as new business unit integrations, as assigned.
• Research and act as subject expert regarding laws and compensation trends. Serve as a resource for the interpretation of federal and state laws related to pay programs to ensure compliance. Review and evaluate proposed or new legislation and recommends appropriate solutions for compliance.
• Conduct and participate in compensation surveys. Analyze survey data to identify market trends and assure compensation programs are market competitive.
• Complete evaluation of new and existing jobs and recommends pay grades and FLSA status evaluations. Develop and update standardized job descriptions for benchmark jobs within the System. Maintain standardized job descriptions and job data in HR Direct.
• Bachelor’s degree in Human Resources, Business or related field required and three years of professional-level compensation experience required.
• OR Masters degree in Human Resources, Business or related field required and two years of professional level compensation experience required.
• OR High School Diploma/GED and five years of human resources experience or related field of which three are in compensation required.
• Completion of the Human Capital Institutes Strategic HR Business Partner Course required. UPMC HCI Strategic HR Business Partner Certification required within the first 18 months of hire for external candidates. Internal applicants within UPMC HR are required to have the certification requirements in place to be considered for promotional opportunities.
• Advanced knowledge of compensation analysis and job evaluation required.
• Advanced knowledge of federal and state laws and rules concerning human resources management required.
• Advanced knowledge of federal and state wage and hour laws required