Analytics Manager - Human Resources

Job Summary

The HR Analytics Manager is responsible for the day-to-day operations of data entry, document retention, quality assurance, compensation, and HRIS. Additionally, the Analytics Manager is the central point of contact for obtaining and compiling needed data for HR operational logistics reporting. Central to the role is ensuring quality record keeping, maintaining vital HRIS resources, and advocating for equitable and fair pay practices across the organization.

Reviews the compensation policies to establish competitive rates designed to attract, retain, and motivate employees. This position is also responsible for ensuring that organizational compensation programs are consistently administered in compliance with internal policies and government regulations. Conducts cost analysis and prepares required reports for management.

Performance: Position Specific Essential Functions

• Collaborates with Shannon Leaders and Human Resources team members to draft and revise job descriptions. Conducts analyses and makes pay classification/salary scales recommendations based on job descriptions.

• Ensure compensation practices comply with the current legislation and prevailing pay rates. Keeps apprised of federal, state and local compensation laws and regulations in order to ensure organizational compliance.

• Addresses equity issues within departments/modalities and the system. Ensures data integrity and accurate reporting of all data generated within areas of responsibility.

• Designs and manages compensation programs, policies and procedures, including but not limited to job evaluation, job classification/reclassification, salary structures that align with the organization’s strategic plan and support the institutional compensation philosophy.

• Manages the salary survey process ensuring the participation of appropriate surveys to obtain competitive salary survey information. Through the use of survey tools, oversees the comparison of compensation practices with competitors and recommends structure and salary adjustments. Track compensation benchmarking data and manages external systems to gather and analyze market data. Keeps abreast of various trends in compensation, including incentive pay, shift differentials and various sign-on and retention bonuses.

• Manages communication regarding compensation policies and educates leadership and Associates about the content and value of the programs provided. Works collaboratively and communicates with all administrative support functions, e.g., Compliance, Legal, Payroll, Finance, Information Technology/Systems, etc.

• Manages all aspects of the pay quote process. Collaborates and communicates with other Human Resources team members, hiring managers, and Executive Leadership Team (ETL) to ensure timely and accurate pay quotes and responses to counteroffers for new hires, rehires, transfers, promotions, etc.

• Creates, implements, updates, and ensures appropriate usage of compensation tools.

• Ensures attainment of project goals; develops detailed definitions and schedules, ensures appropriate testing is completed and defines resource requirements for special projects.

• Ensure that personnel actions are initiated and processed for such pay actions.

• Other duties, as assigned to support the department and/or the mission, vision and values of the organization.

• Ensures a level of quality is maintained for all HR records. Ensures files are built in a comprehensive, compliant, and consistent manner. Evaluating job requirements to ensure positions are filled appropriately and needed licensure/certificates/registries/etc. are verified accordingly. Ensure compensation practices comply with the current legislation and prevailing pay rates. Keeps apprised of federal, state and local compensation laws and regulations in order to ensure organizational compliance.

• Manages the salary survey process ensuring the participation of appropriate surveys to obtain competitive salary survey information. Through the use of survey tools, oversees the comparison of compensation practices with competitors and recommends structure and salary adjustments. Track compensation benchmarking data and manages external systems to gather and analyze market data. Keeps abreast of various trends in compensation, including incentive pay, shift differentials and various sign-on and retention bonuses. Manages communication regarding compensation policies and educates leadership and Associates about the content and value of the programs provided. Works collaboratively and communicates with all administrative support functions, e.g., Compliance, Legal, Payroll, Finance, Information Technology/Systems, etc.

• Oversee the Data Entry Specialists and data entry process to ensure data entered into the HRIS databases, software, and computer systems is accurate, comprehensive and complete. Make recommendations to improve data entry processes.

• Oversees that the maintenance of HR Employee files is conducted in an organized and comprehensive manner.

• Oversees the implementation, utilization, and maintenance of the various HR software and applications.

• Assist leaders in obtaining needed data report & metrics for operational logistic reporting.

• Performs other duties as assigned.

Qualifications

Education

• Required

  • High School Diploma, GED, or equivalent

  • Bachelor's degree in business or related

• Preferred

• Master’s degree in healthcare administration, business, or related

Experience:

• Required

  • Knowledge of all federal, state and local regulations and compliance requirements related to employee compensation

  • Excellent verbal and written communication skills

  • Strong analytical skills and ability to interpret and communicate data

  • Computer proficiency and technical aptitude with the ability to use Microsoft products, including Excel

  • Strong interpersonal skills

• Preferred

  • Five or more years of experience in Human Resources, Payroll, and/or Employee Compensation

Certification/Licensure:

• Preferred

  • SHRM Certified Professional (SHRM-CP)

  • SHRM Senior Certified Professional (SHRM-SCP)

  • Certification in compensation