Job Description
Make a difference in Human Resources!
An exceptional health system needs to engage top talent to achieve its mission of providing extraordinary healthcare. That requires a world-class Human Resources function, and that’s what we’re delivering. Join us and make a difference every single day in service of this outstanding work – excellence and innovation in patient care, research, and community service. We’re improving our technology, energizing interpersonal climate, facilitating change, and enabling talent. The healthcare industry is exciting! Cedars-Sinai Human Resources is pursuing outstanding service and support for a hardworking workforce passionate about those challenges, engaged in their work, and deft in their ability to adapt to the constantly evolving environment!
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What will I be doing in this role?
The Senior Compensation Analyst provides complex compensation consultative services to Human Resources and Leadership for assigned areas to include job evaluation, competitive pay analysis. Designs and implements pay solutions, strategies and programs through strong communication and influence. The Senior Compensation Analyst manages projects impacting areas of responsibility and manages aspects of major compensation initiatives and/or programs.
- Conduct benchmarking and data analysis to formulate recommendations that ensure competitive, cost-effective, and legally compliant compensation programs and practices.
- Consult with assigned client groups to provide guidance and interpretation of compensation policies and programs and evaluate requests for changes and updates.
- Conduct reviews of job levels, assesses, and makes determinations regarding requests for new job titles, and update job descriptions in conjunction with HR and management.
- Manage and administer assigned compensation projects and programs, including design, update, communication, and implementation of project/program changes and/or updates.
- Identify opportunities for process improvements and introduction of best practices.
- Conduct market and best practice research to formulate and support compensation recommendations.
- Conduct complex costing and other statistical analyses.
- Prepare a variety of ad hoc reports and analyses.
- Manage components and participate in the development of the annual wage plan for the organization.
- Review the labor market and identify changes in salary structure and pay rates to maintain a competitive position.
- Maintain and audit compensation related information, such as job codes, salary plans, grades, and shift differentials in the HR system.
- Provide compensation guidance, training and regulatory updates to HR and Leadership.
- Act as a mentor and resource for HR, Compensation and other staff across the organization pertaining to compensation related policies and procedures; as well as in the execution of their duties and accountabilities involving compensation.
- Partner with Human Resources staff and organizational leadership in solving complex business/operational issues across the organization.
- Partner with Payroll and applicable areas of Human Resources on the upload of mass pay and job changes.
- Ensure pay practices remain compliant with federal, state, and local regulations.
Qualifications
Educational Requirements:
- High school diploma/GED.
- Bachelor's degree in Business Administration, Human Resources, Finance, or another related field preferred.
Experience Requirements:
- Five (5) years of experience in Total Rewards, Compensation or HR Business Partner with at least three (3) dedicated years in Compensation.
- Two (2) years of experience in a hospital or healthcare related environment preferred.
Req ID : 5651
Working Title : Senior Compensation Analyst
Department : Compensation
Business Entity : Cedars-Sinai Medical Center
Job Category : Human Resources
Job Specialty : Compensation
Overtime Status : EXEMPT
Primary Shift : Day
Shift Duration : 8 hour
Base Pay : $50.48 - $80.77
Our compensation philosophy
We offer competitive total compensation that includes pay, benefits, and other recognition programs for our employees. The base pay range shown above takes into account the wide range of factors that are considered in making compensation decisions including knowledge/skills; relevant experience and training; education/certifications/licensure; and other business and organizational factors. This base pay range does not include our comprehensive benefits package and any incentive payments that may be applicable to this role. Pay Transparency Non Discrimination Provision (PDF) (opens in new window)
Diversity and Inclusion at Cedars-Sinai
We are caretakers and innovators committed to the pursuit of equitable healthcare. But health equity is not possible without representation. Our commitment to diversity goes beyond demographics or checking boxes. Our people must reflect the diverse identities, experiences and geographies of the communities and patients we serve – because that’s what our patients, colleagues and communities deserve. Quality Care and Research—For All, By All (opens in new window).
Cedars-Sinai is an Equal Employment Opportunity employer.
Cedars-Sinai does not unlawfully discriminate on the basis of the race, religion, color, national origin, citizenship, ancestry, physical or mental disability, legally protected medical condition (cancer-related or genetic characteristics or any genetic information), marital status, sex, gender, sexual orientation, gender identity, gender expression, pregnancy, age (40 or older), military and/or veteran status or any other basis protected by federal or state law. If you need a reasonable accommodation for any part of the employment process, please contact us by email at Applicant_Accommodation@cshs.org and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address.
Cedars-Sinai will consider for employment qualified applicants with criminal histories, in accordance with the Los Angeles Fair Chance Initiative for Hiring.
At Cedars-Sinai, we are dedicated to the safety, health and wellbeing of our patients and employees. This includes protecting our patients from communicable diseases, such as influenza (flu) and COVID-19. For this reason, we require that all new employees receive a flu vaccine based on the seasonal availability of flu vaccine (typically during September through April each year) as a condition of employment, and annually thereafter as a condition of continued employment, subject to medical exemption or religious accommodation. For the same reason, you may also be required to receive other vaccines such as COVID-19 as a condition of employment. Cedars-Sinai reserves the right to make modifications to its required list of vaccines as required by law and/or policy. Cedars-Sinai’s AA Policy Statement (PDF) (opens in new window)
