Reporting to the Executive Director of Human Resources, the Compensation/HRIS Analyst is responsible for the administration of the Compensation programs at RML Specialty Hospital. The Analyst researches, develops, and recommends strategies to ensure the programs are competitive within RML Specialty Hospital’s employment market. Configures and maintains the HRIS system and develops and implements processes designed to enhance the efficiencies of the Human Resources department and all technologies related to employee information. Continually looks to enhance Human Resources efficiencies to achieve Human Resources and RML Specialty Hospital goals. PRINCIPAL DUTIES & RESPONSIBILITIES:
Supports the Mission and Vision of RML Specialty Hospital by demonstrating RML's Core Values of Service, Teamwork, Accountability, Integrity, Respect and Stewardship (STAIRS) in all actions. Promotes a positive patient/customer experience by exemplifying the principles of the Language of Caring in all interactions with patients, families and coworkers.
Prepares recommendations regarding the development of RML’s salary structure.
Working with department management assists with organizational structure design, job revisions, and creation or editing of job descriptions.
Performs initial market analysis, job evaluation, to include FLSA status determination, and determine the grade of pay according to RML’s compensation philosophy and salary administration policies.
Ensures job descriptions are up to date and accurately reflect the job and maintains RML’s job description data base.
Remains up-to-date on federal, state, and local compensation and Wage and Hour laws and regulations to ensure compliance.
Administers compensation programs (base and incentive plans) according to the hospital’s compensation philosophy.
Participates in various salary surveys and analyzes competitive information to determine appropriate benchmarks and RML's market position.
Oversees the RML performance management process by training managers on the Performance Dashboard and adapting the HRIS system to changes that may occur over time. Develops and maintains all performance management tools.
Reviews and processes compensation change requests, ensuring compliance with established guidelines, policies and pay practices.
Monitor PTO and paid sick leave accruals to ensure the accuracy and timeliness of payouts.
Assists the Executive Director of HR with the administration of the Executive Compensation and Benefit plans.
Develops annual budget projections for the annual salary budgets.
Serves as the HR liaison with Payroll and Information Systems regarding the HRIS/Payroll system.
Serves on the Payroll Committee, which monitors pay practices and reviews payroll accounting issues in order to ensure consistent administration and compliance with all regulations and internal policies.
Participates in all updates and upgrades to the ADP WorkforceNow system.
Creates and implements processes to maximize efficiencies of HR Division technologies.
Processes frequent data imports and exports using Excel and HRIS technologies.
Performs data audits and troubleshooting HRIS processes.
Prepares reports and/or data for HR related dashboard monitors and other ad hoc analyses.
Responsible for EE0-1, compliance reporting and submission.
Collaborates with the Benefits HRIS Specialist to audit HR data for accuracy.
Ensures all reports are prepared for interdepartmental data exchange.
Revise, proofread and assist in writing policies for human resources.
Assist with various department/hospital projects, as assigned. Assists employees visiting the department for forms, id pictures, copies of documents, etc. and general human resource questions.
Attends appropriate hospital and/or department meetings and events.
Job Requirements & Characteristics
Skills & Abilities (minimum)
The interpersonal skills necessary to effectively interact with all levels of personnel and outside vendors/agencies.
Strong organizational skills necessary to maintain orderly and accurate record keeping.
The computer knowledge and experience to operate in a Windows environment, including Microsoft Word and Excel
HRIS administration experience
(ADP Workforce Now/HRB Experience (preferred)
Knowledge & Experience (minimum)
Bachelors Degree with a concentration in Human Resource or a business emphasis.
Two or more years experience in two or more functional areas of Human Resources