Compensation Analyst (Hybrid)
Location:
700 Ackerman Road
Columbus, OH, 43202
Base Pay: $63,130.00 - $94,695.00 / Year
o Employee Type: Full Time
Description
Ohio State University Physicians, Inc. is the medical group managing The Ohio State Wexner Medical Center’s outpatient physician clinics. Due to our continued organizational growth to fulfill it’s mission to provide health care to the greater Columbus area, we are expanding our HR team and seeking an HR analyst to support compensation.
What is OSU Physicians, Inc. all about?
o We believe that being engaged and sharing in a larger purpose at work is instrumental to the employee experience. “Tradition, determination, teamwork, purpose, compassion, community, pride, integrity”….these are just a few words that our employees use to describe what it feels like to embody the “Buckeye Spirit” and work for our organization.
o We strive to create environments where our colleagues and all those we serve feel empowered to share their full, authentic selves.
o Our over 60 physician practices embody the spirit of teamwork with passionate care for our patients and each other. Our teams are diverse in employees, thoughts, and ideas bringing the full spectrum of a collaborative culture to the big picture – TEAMWORK!
o OSU Physicians focuses on entire patient experience, from the minute they call in for an appointment, to being welcomed in the office, and then receiving quality, compassionate, thorough care from our physicians and the entire OSU Physicians healthcare team.
What do we offer?
Benefits! It's all about choices. We know that having options and robust benefit plans are important to you. That's why here at OSU Physicians, we offer our employees a flexible, competitive benefit package. Full-time benefits start for individuals working a minimum of 30 hours per week, as well as some benefits available to employees working as little as 20 hours a week. Some of our excellent benefits options and perks include:
o Diverse and Affordable Healthcare Choices: Coverage begins on your First Day of Employment; includes Medical, Dental, Vision and Prescription Drug Programs.
o Generous Paid Time-Off: Allowing a true work-life balance starting at 18 days per year and 11 paid holidays.
o Competitive compensation and career ladder opportunities
o Retirement Plan: Company contribution of 7.5% to your retirement plan in which you are fully vested from your first day of employment.
o Flexible Spending Accounts (Healthcare and Dependent Care).
o Paid Parental Leave Program
o Tuition Reimbursement Program
o We offer the Lifestyle Spending Account (LSA) as part of our commitment to wellness. OSUP offers eligible employees to use the LSA benefit to reimburse personal expense to health, fitness, family, emotional, and social wellness up to $125 quarterly
o We understand the importance of work-life balance and offer flexibility on our HR team for a hybrid work schedule
Requirements
o Bachelor's degree or equivalent in business, human resources or related field and previous experience in employee compensation.
o Knowledge of laws and regulations as they apply to base compensation and incentive compensation programs and company policies.
Preferences:
o Certified Compensation Professional (CCP)
o SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) and certified compensation professional credentials
Knowledge, Skills and Abilities:
o Knowledge of all federal, state and local regulations and compliance requirements related to employee compensation.
o Strong analytical skills and ability to report, analyze, interpret and communicate data.
o Computer proficiency and technical aptitude with the ability to use Microsoft products, including Excel.
o Excellent time management skills and ability to plan and set priorities.
o Excellent verbal and written communication skills.
o Strong interpersonal skills in communicating with senior management.
Duties and Responsibilities:
o Identify, recommend, and design compensation programs, policies and procedures to align with the OSUP goals and competitive practices.
o Design and implement creative solutions to specific compensation-related programs, bonus plans, career ladders, retention, and incentive plans.
o Monitor and review the effectiveness of current compensation policies, guidelines, and procedures.
o Consult with legal resources to provide guidance on compensation related compliance issues.
o Respond to market surveys on behalf of the organization, seek out new surveys to participate in to ensure market competitiveness.
o Gather data from market-based compensation surveys; use spreadsheet and data analysis techniques to assess results and market trends.
o Provide recommendations and cost, budget analyses of compensation plan and market/equity changes and reviews.
o Partner with HR team to prepare and maintain job descriptions for each position in the organization; ensure descriptions accurately reflect the work being performed by incumbents.
o Analyze jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.
o Benchmark jobs against survey data and other market data to determine competitive compensation ranges for each position.
o Utilize audits, reports and analysis to ensure compensation programs are administered in compliance with company policies as well as applicable federal and state regulations.
o Act as a resource on complex issues and questions as they arise and serves in an advisory capacity on pay, classification of positions, hiring salaries and the proper application of policies.
o Support the development and delivery of ongoing compensation-related education and training.
o Oversee position management, position posting request process (RRC) and position control /budget measures.
o Manage and oversee the annual merit program and OSUP pay programs.
o Conduct regular internal audits within the HRIS to validate consistency and accuracy of position and compensation data.
o Respond to requests for reports containing HR position and comp data. Analyze and present data findings for strategic planning and decision-making.
o Analyze comp and position data and statistics for trends and patterns with attention to recruitment, hiring practices, engagement, turnover, and compliance with employment laws and regulations.
o Make recommendations for policies and activities to improve the organizational culture including suggestions to attract and hire qualified candidates, to motivate and retain employees, to address staffing issues, and to maintain legal compliance.
