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Senior Compensation Analyst

Job ID 148368 Date posted 05/25/2018

Position Summary:
Under general supervision, designs, implements, and administers direct pay programs for weekly-paid colleagues; assists the Director of Compensation and Benefits in developing and administering direct pay programs for weekly and monthly paid staff. Supports all levels of leadership on issues involving compensation. Performs and directs activities related to maintaining and documenting internally equitable and externally competitive compensation programs. Leads major compensation projects on an organization-wide basis. Ensures that compensation programs and practices comply with hospital policies, and state and federal statutes.

Essential Duties & Responsibilities including but not limited to:

1) Designs, implements, and administers direct pay programs for weekly and monthly paid colleagues.
a) Participates in various compensation surveys to develop competitive data for market analyses and presentation of salary recommendations;
b) Evaluates market and economic trends annually and as needed; develops recommendations for individual and salary structure adjustments.
c) Updates annual compensation communication program for presentation to managers prior to implementation of annual compensation program.
d) Audits existing compensation and related policies, procedures and systems; researches emerging compensation issues; proposes recommendations to enhance current or create new compensation policies, procedures and/or programs.
e) Develops and prepares various standard and custom reports to display current employee and compensation data, and to reflect compensation program performance in a variety of areas such as merit increases, budget performance, and position to market.
f) Tracks any special compensation commitments.
g) Monitors hot jobs in order to develop proactive strategies aimed at attracting and retaining talent.
h) Supports HR and system leadership with the development and administration of various bonus and incentive pay programs.

2) Leads major compensation projects such as:
a) Preparation of an annual analysis of market-competitiveness of all benchmark positions.
b) Directly support the integration and standardization of compensation programs associated with system merger and acquisition activities.
d) Development and management of system-wide performance appraisal programs including forms, processes, tracking and reporting.
e) Provide extensive and intensive direct support to, and serve as a member on, Allied Health Professionals Committee and Allied Health Professionals Compensation Committee.
f) Provide intensive regular support and leadership to major system departmental areas, such as with the analysis, development, budgeting and implementation, including counseling and education of base and incentive pay programs.
g) Lead the job descriptions program including the development of appropriate templates and forms; providing leadership and oversight to the processes, tracking, evaluation, and coordination with recruitment activities.

3) Supports all levels of leadership as a consultant on programs and problems that may include a compensation component including: recruitment, termination, promotion, demotion, equity, competitiveness, cost, pay practices, etc.

4) Supports the development or administration of pay programs pertaining to employed physicians or members of system senior leadership, to include the determination of eligibility and tracking of metrics associated with annual incentive programs as needed.

5) Communicates compensation program objectives, changes and updates to senior and middle management, and other colleagues.

6) Performs and directs activities related to maintaining and documenting internally equitable and externally competitive compensation programs.
a) Supports managers and staff at all levels as they develop job descriptions that describe incumbents? major duties and responsibilities; evaluates descriptions to ensure equitable placement in salary structures.
b) Communicates results of job evaluation and/or market analyses to requesting managers in response to requests for special competitive studies.
c) Maintains current job descriptions ensuring that they meet JCAHO standards, and comply with standards promulgated by various government and private regulatory agencies; and the descriptions support compensation and other relevant management descriptions.
d) Supports performance appraisal process to ensure that all appraisals are received in Human Resources and are consistent with recommended merit increases.

7) Ensures that compensation programs and practices comply with Lahey Health policies, and applicable state and federal statutes.
a) Develops written compensation policies and procedures to reflect compensation strategy and philosophy in support of Human Resources and system-wide strategy and operating plans.
b) May conduct periodic program audits in collaboration with HRIS to ensure that compensation practices comply with policies and procedures.
c) Determines Fair Labor Standards Act (FLSA) exemption status for new and/or re-evaluated jobs, applying exemption tests in FLSA compliance guidelines where applicable.
d) Interprets and communicates policies and practices in response to inquiries from staff to ensure consistency in policy application.
e) Reviews, recommends and/or supports salary action pertaining to hires, promotions, transfers and demotions.
f) Signs off on salary offers and changes in pay.
g) Audits pay practices to insure compliance with Lahey Policy and state and federal legislation.
h) Develops and maintains organization charts and works with management to update charts.
i) Develops and administers training programs and resources for managers.
j) Counsels, advises, educates and trains managers on compensation policies, programs and processes
8) Actively participates as a member of the Human Resources team on compensation and non-compensation programs and issues.

9) Collaborates with HRIS to maximize effectiveness of Human Resources Information Systems including PeopleSoft.

10) Maintains and improves professional competencies.
a) Attends professional association meetings and presentations on issues pertaining to professional practice. Shares relevant information/data with colleagues.
b) Reviews articles published in professional journals, bulletins and other media in order to maintain current knowledge of various laws and legislation affecting professional practice.

11) Perform other duties as assigned, or directed, to ensure the smooth operation of the department.

12) Management of individual and group projects as assigned.


Education: Bachelors degree in Business Administration, Human Resources or related field.

Licensure, Certification & Registration: None required

Experience: Requires five years of progressively more responsible experience in a compensation function including leadership of major compensation projects.

Skills, Knowledge & Abilities: Requires excellent oral and written communications skills as well as analytic skills. Must be fully competent in understanding and using personal computer application software that includes word-processing, spreadsheet, and presentation graphics. Some knowledge of database applications and HRIS/Payroll systems. Demonstrates excellent consultative and project management skills.



About Lahey Health

The Lahey Model of Care - right care, right time, right place - is exactly what patients, providers and payers need and deserve. Identifying and delivering on this convergence of interests has positioned Lahey Health for further growth. Our model ensures care is highly coordinated and locally delivered, with lower costs and exceptional quality.

Lahey Health is a robust, regional system including a teaching hospital, community hospitals, primary care providers, specialists, behavioral and home health services, skilled nursing and rehabilitation facilities, and senior care resources throughout northeastern Massachusetts and southern New Hampshire. The system has a global presence with programs in Canada, Jordan and Bermuda.

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