****This is a 6 month Temporary Assignment****

 

The Compensation Analyst provides professional level assistance in the development, installation, cost analysis and administration of the OHSU compensation program.  This includes job analysis and design, job classification review, workforce management, systems support and development, and maintenance of compensation tools and documentation.  

 

This position works closely with HR Business Partners, HR staff, departmental managers and employees by serving as a compensation resource for interpretation, application and administration of internal and external compensation-related policies and guidelines. This position is expected to last at least 6 months, and has the potential to go permanent as departmental need indicates. 

 

This is a telecommute position.

1. Compensation Consultation, Review and Analysis
   1. Consults with managers and HR staff in creating and/or revising position descriptions.  In some cases, requires writing draft position description as a starting point.
   2. Recommends classifications and salary grades for new and revised positions.  This requires research of available market data or internal sources to create a new classification and grade assignment.
   3. Provides guidance and consultation to HR and managers on actual pay consideration; may be related to new hire offers, job reclassification, internal development, equity, merit or other considerations.  Requires knowledge and familiarity with structure, equity and compa-ratio analysis.
   4. Provides support to HR and management staff concerning interpretation of compensation practices and guidelines
2. Compensation Administration
   1. Responsible for accurate review and timely processing of requests requiring compensation approval or oversight, e.g., new positions, reclassification requests, special pay changes, one-time payments, HRIS/Compensation Audits.
   2. Serves as a technical resource for compensation-related policy and guidelines.  Includes providing accurate and timely consultation to managers and employees regarding internal guidelines, e.g., utilization of research rank, AFSCME classifications, general contract language and application, external (e.g., BOLI, FLSA) compliance requirements, etc.
   3. Salary Survey Input and Participation – responsible for conducting salary surveys and participating in them, interpreting salary data, performing market analysis.  Compensation related data input, including initial position and job creation in HRIS, position number changes, and maintenance of compensation plan and classification specifications on HR website.
3. Product/Systems Maintenance and Development
   1. Actively participates in ongoing review of compensation processes, policies and tools.  This includes assisting with the management of job documentation, job descriptions, databases and tables related to job codes, salary grades, etc.
   2. Develops as needed, ad hoc reports or downloads related to compensation activities and analyses.Participates in activities related to Oracle improvements and maintenance.  Serves as a compensation content point of contact related to system applications and needs
4. Compensation Project/Process  Support
   1. Supports and in some cases, may lead an assigned compensation project or process coordination effort.  Examples include:
      1. 1. Annual Merit Administration Process
         2. Across the Board Annual Increases
         3. Salary Structure Adjustments (Classified and Non-classified)
         4. NOA or Renewal Processes

• Bachelors in Human Resources or related field (or equivalency in Education/Experience/Training)
• 2 years of Compensation experience
• Knowledge of HR principles and practices
• Knowledge and experience with compensation programs/principle such as classifications, salary surveys, compensation structures, etc
• Ability to handle superior level of confidentiality concerning employee information.
• Intermediate level experience with Excel
• Ability to manage small projects from concept to implementation.  Can take a set of requirements to define and scope a project, develop a plan, implement the plan and then bring closure to the project through a review
• Must be able to perform the essential functions of the position with or without accommodation
  

PERFORMANCE FACTORS:

• Attention to detail and ability to complete multiple tasks within inflexible and rapidly changing deadlines
• Good organization, follow through and time management skills; ability to prioritize.  
• Create quality working relationships with staff at all levels of the organization, using good judgment in recognizing the scope of authority
• Communication and contact:  Communicates effectively both verbally and in writing with superiors, colleagues and individuals inside and outside OHSU.
• Relationships with others:  Works effectively and relates well with others including superiors, colleagues and individuals inside and outside OHSU.  Exhibits a professional manner in dealing with others and works to maintain constructive working relationships.  

• Bachelors related to Human Resources
• Familiarity with HR Systems and Applications

#LI-SR2

Oregon Health & Science University values a diverse and culturally competent workforce. We are proud of our commitment to being an equal opportunity, affirmative action organization that does not discriminate against applicants on the basis of any protected class status, including disability status and protected veteran status. Individuals with diverse backgrounds and those who promote diversity and a culture of inclusion are encouraged to apply. To request reasonable accommodation contact the Affirmative Action and Equal Opportunity Department at 503-494-5148 or aaeo@ohsu.edu.


As an organization devoted to the health and well-being of people in Oregon and beyond, OHSU requires its employees to be fully vaccinated against COVID-19.