• Compensation Analyst - Remote

    Arnot Health (Elmira, NY)


    Job Description

    The Compensation Analyst plays a key role in supporting the organization’s total rewards strategy through compensation analysis, benchmarking, job evaluations, market pricing, and the maintenance of salary structures. This position collaborates closely with HR Business Partners and organizational leaders to ensure compensation practices are equitable, competitive, and compliant with all applicable regulations. The role reports to the Compensation Manager.

     

    A successful candidate will demonstrate strong analytical and strategic thinking skills, the ability to ask insightful, high-level questions related to compensation requests, and proficiency in managing multiple spreadsheets using advanced Excel functionalities.

    DUTIES AND RESPONSIBILITIES:

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    Duties

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    1.

     

    Conducts market pricing and job evaluations using compensation surveys and internal data to ensure competitive salary structures.

     

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    2.

     

    Administers and maintains salary structures, compensation ranges, and pay scales.

     

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    3.

     

    Reviews job descriptions for accuracy and recommends appropriate classifications and pay grades.

     

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    4.

     

    Supports the annual compensation review process, including merit and market adjustments.

     

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    5.

     

    Performs internal equity analyses to support fair and transparent compensation decisions.

     

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    6.

     

    Collaborates with HRBPs and department leaders on compensation-related matters, including offers and promotions.

     

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    7.

     

    Ensures compliance with FLSA, pay transparency, and other wage-related regulations.

     

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    8.

     

    Analyzes compensation data trends and provides reporting and insights to support strategic planning.

     

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    9.

     

    Assists in the development and maintenance of compensation policies and procedures.

     

    10.

     

    Contributes to compensation projects such as pay equity, compression, and market alignment studies.

     

    11.

     

    Supports audits and reporting requests related to compensation and pay practices.

     

    12.

     

    Responds to compensation-related inquiries with a high level of customer service.

     

    13.

     

    May participate in external salary surveys and peer benchmarking forums.

     

    14.

     

    Update Payscales and Workday with monthly Data Dumps

     

    15.

     

    Develops and delivers compensation training and education materials for HR and leadership.

     

    16.

     

    Participates in the administration of incentive and variable compensation programs.

     

    17.

     

    Serves as a resource for ad hoc compensation analysis and modeling for organizational initiatives.

     

    18.

     

    Is responsible for attending all annual mandatory educational programs as required by position.

     

    19.

     

    Employee understands and demonstrates the importance of satisfying the needs of the customer/patient by interacting with him/her in a friendly and caring way, being attentive to the customer’s needs, both psychologically and physically, and by taking the initiative to maintain communication with the customer in order to provide a secure and pleasant experience with the Medical Center.

     

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    It is understood that this lists typical duties for the classification and is not to be considered inclusive of all duties which may be assigned.

    EDUCATION:

    Required: Bachelor’s degree in Human Resources, Business Administration, Finance, or related field.

     

    Preferred: Master’s degree in Human Resources, Business Administration, Data Analytics, or a related field. CCP coursework a plus.

    CERTIFICATIONS:

    Preferred: Certified Compensation Professional (CCP) or progress toward CCP certification.

    EXPERIENCE:

    Required: 2–4 years of experience in compensation analysis, HR or Data analytics, or related field.

     

    Preferred: Experience in healthcare or unionized environments; knowledge of HRIS and compensation software (e.g., Payfactors, Workday).

    PHYSICAL DEMANDS:

    • Routine office job

    • Frequently lift 15 lbs

    • Occasionally lift 25 lbs.

    • Requires light physical effort and frequent use of computer systems

     

    EXPOSURE CATEGORY: Category I. Tasks that may involve exposure to blood, body fluids or tissues.

     

    Category II. Tasks that involve no exposure to blood, body fluids, or tissues. But employment may require performing unplanned Category I tasks.

     

    Category III. Tasks that involve no exposure to blood, body fluids, or tissues. Category I tasks are not a condition of employment.

     

    ** A.D.A. Essential Functions

    Requirements