HR Analyst - HR Comp and Benefits Operation

This is an exciting time to be in Human Resources with Novant Health as we are steadily growing and transforming! If you are looking for an opportunity to make material contributions in our future state and want to work as a strategic partner for an industry leader that invests in their talent, this is it!

*This is a remote role that can be situated in Winston-Salem, NC, Charlotte, NC, Wilmington, NC or Research Triangle Park (RTP), NC.*

Reporting to the Director of Compensation, the Compensation Consultant is creative at solutioning as a trusted compensation subject matter expert (SME),working as a lead across the compensation team, providing consultation on compensation programs, policies, processes, and practices to business leaders and HR Business Partners. This role serves as a trusted advisor for job design, classification of positions, development of compensation and total rewards proposals, the application of salary administration guidelines and regulatory requirements; representing the Total Rewards team by promoting Novant Health's Compensation philosophy and People & Culture vision.

Ideal candidates have advanced Excel skills, are confident, agile, and well-spoken, and will have strong prior experience partnering closely with HR Business Partners and leaders on compensation planning, market research, interpretation of results and industry insights, able to provide examples and business resolutions that solve complex issues and support business needs.

• Bachelor’s Degree in related field required.
• Seven (7) years experience in Human Resources, Compensation Management, or Consulting with an in-depth knowledge of core compensation terminology and best practices.
• Strong prior experience partnering closely with HR Business Partners and leaders on compensation planning, market research, interpretation of results and industry insights; able to provide examples and business resolutions that solve complex issues and support business needs.
• PHR, SPHR, SHRM-CP, SHRM-SCP, CCP, PMP certification preferred.
• Consummate listening, relationship development and consultative skills, including strategy, engagement, assessment, negotiation, and implementation through thoughtful two-way dialogues with all stakeholders.
• Advanced Excel, database and spreadsheet skills.
• Ability to work independently in a fast-paced and rapidly changing environment, and as a role model with team members by demonstrating respect and dignity, while promoting open discussions.
• High level of business acumen with diverse exposure and knowledge to effectively convey and drive results, provide feedback/direction, manage and build relationships with leaders and team members in a geographically dispersed team and virtual environment.
• Knowledgeable in Total Rewards programs and strategy, able to lead annual market analysis, merit reviews, incentive plan design and other compensation/Total Rewards processes/initiatives.
• Skilled in broad-based, variable, incentive compensation, and in the development and administration of pay structures.
• Ability to manage projects of moderate to large complex scope.
• Strong analytical skills, high attention to detail and accuracy, with ability to show innovation, think-outside-of-the-box, and demonstrate creative solutions.
• Ability to drive and lead organizational change, as well as work and influence successfully within a dynamic, matrix environment.
• Proficient in Performance Management, and in training and development of training programs.
• Strong written, verbal, and graphic communication skills; able to effectively communicate technical information to varying audiences.
• Ability to partner, mentor, and provide clear direction to the team/project teams.

Preferred Skills:

• Strong leadership skills, with ability to lead others in thinking through a logical, in-depth analysis of a problem or situation.
• Knowledgeable with Infor and HR systems implementations.
• Ability to synthesize quantitative and qualitative information, draw conclusions, and present solutions and recommendations to at the senior leadership level.
• Seasoned experience with market pricing, salary surveys, management of compensation programs and incentive plan administration in the Healthcare industry.
• Keen sense of judgement to quickly assess costs, benefits, and risks of a decisions while using sound logic to ultimately make well-informed decisions and recommendations.

• Creative at solutioning as trusted compensation subject matter expert (SME); providing consultation on compensation programs, policies, processes, and practices to business leaders and HR Business Partners.
• Collaborates closely with HR Business Partners in providing examples and business resolutions to solve complex issues.

• Researches market trends and data to project compensation needs; analyzes large sets of data to monitor and identify trends, potential risks and pay issues for proactive resolution.

• Understands data sources and analytic methodologies to remain objective, develop and support recommendations to the business that inform data driven decisions and further promotes this practice with team members.

• Oversees the salary survey process and analyzes results to ensure ongoing equity and market competitiveness.

• Proposes, implements, and maintains competitive, cost effective and legally compliant compensation programs.

• Consults with HRBPs and organizational leaders to identify, recommend and implement strategies to resolve compensation issues, responds to client requests in a timely manner, and ensures follow through on commitments.
• Creates, develops, and designs compensation solutions that align with business objectives, are regulatory compliant, and promotes attraction and retention of key talent.
• Oversees, participates in the administration of compensation programs (i.e., base pay, bonuses, incentives, special pays, and market increases) ensuring timeliness and requirements are met.
• Makes recommendations on individual/team compensation requests, utilizing valid market data research, analysis, and job evaluation as appropriate.
• Leads projects of moderate to large complex scope to ensure accuracy and timeliness to completion.
• Serves as a team lead, ensuring availability to team members in compensation for guidance and direction on compensation questions; trains analysts/specialists on various processes as needed; may monitor work levels of analyst/specialist to ensure even flow of work and projects.
• Maintains current information regarding legislative updates affecting compensation, including wage and hour regulations; analyzes and makes recommendations for changes to policies and pay practices; stays current on compensation regulations.
• Develops and delivers compensation-related training and communications, understands the processes and tools for project management, change management and communication, and collaborates with those teams regularly.