What are the responsibilities and job description for the Compensation Analyst position at Dental Care Alliance?
Overview
The Compensation Analyst supports the analysis, design, and day-to-day administration of DCA’s compensation programs. This entry-to-early-career analyst conducts job evaluations and market pricing, maintains job descriptions and salary structures, and supports annual merit and incentive cycles, off-cycle pay changes, and compensation-related agreements. Working closely with HR Business Partners, Talent Acquisition, Payroll, Finance, and Legal, the analyst keeps compensation data accurate, compliant, and audit-ready and turns it into reporting leaders can act on. The role helps DCA pay competitively, consistently, and fairly while protecting the confidentiality of all compensation information.
Responsibilities
Conduct job evaluations and market pricing using Payfactors and Payscale data; recommend job grade placement and competitive pay positioning for new, changing, and existing roles. 2. Participate in Payfactors and Payscale vendor compensation surveys by preparing and submitting DCA job and pay data, and analyze results to identify market movement and competitive gaps. 3. Develop and maintain job descriptions in partnership with HR Business Partners and leaders, documenting responsibilities, qualifications, and recommended FLSA classification. 4. Support the annual review and maintenance of salary structures, including range updates, market movement analysis, and cost modeling of proposed changes. 5. Support annual merit, incentive, and salary increase cycles by preparing budgets and models, building eligibility files and manager worksheets, validating results, and coordinating uploads to HRIS and payroll. 6. Review off-cycle pay changes, including promotions, transfers, market and equity adjustments, and new-hire offers, for alignment with pay ranges, internal equity, and approval guidelines. 7. Manage compensation-related agreements, including hygiene, retention bonus, and tuition agreements: draft from approved templates, route for approval, track service and repayment terms, and coordinate payouts and recoveries with Payroll. 8. Maintain compensation data integrity in HRIS and payroll systems by auditing job codes, grades, pay rates, effective dates, and pay components, and resolving discrepancies before they cause payroll errors. 9. Produce recurring and ad hoc compensation reporting and analytics, such as pay changes, compa-ratio, range penetration, and pay equity reviews, for Compensation, Finance, and leadership. 10. Monitor compensation programs and practices for compliance with federal, state, and local wage and hour requirements, including minimum wage, exempt salary thresholds, and pay transparency laws, and escalate risks.
Serve as the point of contact for compensation in Freshservice for requests from HR, Talent Acquisition, and leaders, providing clear guidance on pay ranges, offers, and compensation policy. 12. Create and maintain compensation job aids, templates, and process documentation; support training for leaders and recommend workflow improvements. 13. Protect the confidentiality of compensation data at all times and follow DCA data privacy and access standards. 14. Perform additional responsibilities as assigned to support organizational objectives.
KEY COMPETENCIES
# COMPETENCY DESCRIPTION
01 Analytical Thinking Turns market, survey, and internal pay data into sound, well-supported recommendations on pay positioning and program design.
02 Accuracy & Attention to Detail Builds and checks calculations, models, and HRIS entries so pay changes and payouts are right the first time.
03 Confidentiality & Integrity Handles sensitive pay information with discretion and applies compensation policy consistently and fairly.
04 Clear Communication Explains compensation concepts, data, and decisions in plain language to HR partners, leaders, and Payroll.
05 Collaboration & Problem Solving Works across HR, Payroll, Finance, and Legal to resolve issues, escalating complex questions with options in hand.
Qualifications
Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field.
The Compensation Analyst supports the analysis, design, and day-to-day administration of DCA’s compensation programs. This entry-to-early-career analyst conducts job evaluations and market pricing, maintains job descriptions and salary structures, and supports annual merit and incentive cycles, off-cycle pay changes, and compensation-related agreements. Working closely with HR Business Partners, Talent Acquisition, Payroll, Finance, and Legal, the analyst keeps compensation data accurate, compliant, and audit-ready and turns it into reporting leaders can act on. The role helps DCA pay competitively, consistently, and fairly while protecting the confidentiality of all compensation information.
Responsibilities
Conduct job evaluations and market pricing using Payfactors and Payscale data; recommend job grade placement and competitive pay positioning for new, changing, and existing roles. 2. Participate in Payfactors and Payscale vendor compensation surveys by preparing and submitting DCA job and pay data, and analyze results to identify market movement and competitive gaps. 3. Develop and maintain job descriptions in partnership with HR Business Partners and leaders, documenting responsibilities, qualifications, and recommended FLSA classification. 4. Support the annual review and maintenance of salary structures, including range updates, market movement analysis, and cost modeling of proposed changes. 5. Support annual merit, incentive, and salary increase cycles by preparing budgets and models, building eligibility files and manager worksheets, validating results, and coordinating uploads to HRIS and payroll. 6. Review off-cycle pay changes, including promotions, transfers, market and equity adjustments, and new-hire offers, for alignment with pay ranges, internal equity, and approval guidelines. 7. Manage compensation-related agreements, including hygiene, retention bonus, and tuition agreements: draft from approved templates, route for approval, track service and repayment terms, and coordinate payouts and recoveries with Payroll. 8. Maintain compensation data integrity in HRIS and payroll systems by auditing job codes, grades, pay rates, effective dates, and pay components, and resolving discrepancies before they cause payroll errors. 9. Produce recurring and ad hoc compensation reporting and analytics, such as pay changes, compa-ratio, range penetration, and pay equity reviews, for Compensation, Finance, and leadership. 10. Monitor compensation programs and practices for compliance with federal, state, and local wage and hour requirements, including minimum wage, exempt salary thresholds, and pay transparency laws, and escalate risks.
Serve as the point of contact for compensation in Freshservice for requests from HR, Talent Acquisition, and leaders, providing clear guidance on pay ranges, offers, and compensation policy. 12. Create and maintain compensation job aids, templates, and process documentation; support training for leaders and recommend workflow improvements. 13. Protect the confidentiality of compensation data at all times and follow DCA data privacy and access standards. 14. Perform additional responsibilities as assigned to support organizational objectives.
KEY COMPETENCIES
# COMPETENCY DESCRIPTION
01 Analytical Thinking Turns market, survey, and internal pay data into sound, well-supported recommendations on pay positioning and program design.
02 Accuracy & Attention to Detail Builds and checks calculations, models, and HRIS entries so pay changes and payouts are right the first time.
03 Confidentiality & Integrity Handles sensitive pay information with discretion and applies compensation policy consistently and fairly.
04 Clear Communication Explains compensation concepts, data, and decisions in plain language to HR partners, leaders, and Payroll.
05 Collaboration & Problem Solving Works across HR, Payroll, Finance, and Legal to resolve issues, escalating complex questions with options in hand.
Qualifications
Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field.
- 5 years of experience in compensation, or in HR Operations with direct involvement in compensation programs (e.g., merit cycles, market pricing, pay changes).
- Strong Excel skills (lookups, pivot tables, modeling).
- Working knowledge of FLSA and wage and hour rules.
- Experience entering and auditing data in an HRIS or payroll system. Preferred
- Experience with Payfactors or Payscale.
- Healthcare or multi-site organization experience.
- WorldatWork CCP or SHRM-CP, or progress toward it.