What are the responsibilities and job description for the Compensation Analyst position at Nexus Family Healing?
Job Type
Full-time
Description
Nexus Family Healing is hiring a Compensation Analyst to join our fantastic team!
For more than 50 years, Nexus has empowered thousands of children, families, and adults to find hope and healing. What started in 1972 as a single program in Minnetonka, Minnesota, has grown into a nationally recognized network across five states. As a progressive leader in youth and family mental health, we’re driven by a clear mission: to close gaps in care and create brighter futures for those we serve.
At Nexus Family Healing, we embrace diversity, promote equity, and foster inclusion. As a national mental health organization, we serve a diverse group of youth and families, and we strive for our workforce to support and represent that diversity.
Pay And Schedule
Primary Responsibilities
Compensation Strategy, Development & Organizational Collaboration
Required Education and Licensure:
ICARE Values & Behavioral Competencies
Salary Description
$80,000-$90,000 annually
Full-time
Description
Nexus Family Healing is hiring a Compensation Analyst to join our fantastic team!
For more than 50 years, Nexus has empowered thousands of children, families, and adults to find hope and healing. What started in 1972 as a single program in Minnetonka, Minnesota, has grown into a nationally recognized network across five states. As a progressive leader in youth and family mental health, we’re driven by a clear mission: to close gaps in care and create brighter futures for those we serve.
At Nexus Family Healing, we embrace diversity, promote equity, and foster inclusion. As a national mental health organization, we serve a diverse group of youth and families, and we strive for our workforce to support and represent that diversity.
Pay And Schedule
- Full-time hybrid opportunity within Minnesota
- Starting salary range: $80,000-$90,000 annually
- Four weeks paid time off (PTO) in the first year of employment
- Multiple options for health insurance coverage
- No-cost life insurance
- Short/long-term disability insurance
- 401k match
- NEW - Talkspace Therapy Benefit for the whole family
- NEW - Hinge Health Benefit for the whole family
- NEW – Carrot Fertility Benefit
- Tuition assistance and training opportunities
- Advancement pathways and internal promotion
- And much more!
Primary Responsibilities
Compensation Strategy, Development & Organizational Collaboration
- Develops and implements practical and agile compensation and costing analysis solutions, aligned to the strategic priorities of NFH, consistent with total rewards and industry best pay practices.
- Spearheads the design and maintenance of cutting-edge compensation analysis methodologies and reporting capabilities that support the organization’s long-term strategic total rewards goals.
- Provides general guidance and advice to HR Leaders relating to new hire compensation, pay ranges, promotional increases, pay transparency, compensation policy interpretation, and pay equity.
- Collaborates with Compensation Director, HR Leaders and HRIS professionals on developing agile and adaptable requirements, tools and reports that provide accurate data and compensation reporting measures.
- Conducts compensation reporting, requirements gathering sessions, by facilitating NFH leaders through strategic questions, that drive the data and design of compensation costing and analysis tools.
- Works in partnership with Total Rewards and HRIS professionals to develop reporting measures that support and maintain existing pay structure; prepares and presents reports to leadership.
- Partners with HRIS on various projects that support common goals.
- Creatively designs adaptable compensation costing tools with the ability to cost base, variable, and bonus compensation for the organization, individual agencies, departments, by state or other variables.
- Designs and presents compensation tools that segment employee compensation for annual performance and merit increases by performance type and overall cost to the organization.
- Provides regular and consistent analysis that supports complex compensation core processes, projects, and initiatives, able to accommodate the ever-changing and dynamic requests of the business.
- Provides quarterly and annual compensation planning cycles, including models complete with planning, costing, accounting, aging, projections with ‘if/than’ scenarios, and formulas.
- Serves as the organization’s Subject Matter Expert (SME) relating to all compensation reporting; conducts analysis and presents themes, gaps, and areas of opportunity with strategic solutions to the Compensation Director.
- Mitigates organizational risk by developing intentional policies and communication that address wage compression, equal pay/pay equity; conducts internal audits and presents data to HR Leaders.
- Updates and maintains incentive and bonus system with employee data and plan design features.
- Uses statistical techniques, including multiple regression, to quantitatively report and explain the relationship between a dependent variable (pay) and variables including position, performance, gender, etc.
- Possesses a deep understanding of NFH compensation data sourcing, salary surveys, collection methods, data cuts, and NFH’s compensation strategy; oversees participation in salary surveys as applicable.
- Reviews internal equity and provides support and advice to leaders relating to pay recommendations.
- Collaborates with Director of Compensation to conduct market analysis on base, merit, and incentive programs to ensure they are competitive and drive employee performance.
- Stays apprised of new and evolving total rewards and compensation market tools, trends, and analysis methods; develops viable solutions for NFH to remain competitive and compliant in all pay practices.
- Actively stays apprised of compensation and compliance regulatory requirements to ensure NFH remains in compliance with individual state (IL, MD, MN, ND & OR) and federal compensation laws and regulations.
- Conducts consistent quarterly and annual pay audits that report on potential pay disparities among the organization/departments/agencies/state around gender and racial pay gaps.
Required Education and Licensure:
- Bachelor’s Degree in Human Resources, Finance, Business Management, or other related field.
- 3 years of experience in the design, delivery, and analysis of compensation programs.
- 3 years of experience in designing and analyzing data-driven, decision-making tools and resources.
- Advanced Microsoft Excel skills, Word and PowerPoint skills and experience.
- Knowledge of laws and regulations as they apply to base compensation and incentive compensation.
- Must possess a valid driver's license.
- Valid driver’s license required.
- Certified Compensation Professional (CCP)
- Master’s Degree in Human Resources, Finance, Business Management, or other related field
- SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP)
- 5 years’ experience in the design, delivery, and analysis of compensation programs
- 5 years’ experience in designing and analyzing data-driven, decision-making tools and resources.
ICARE Values & Behavioral Competencies
- Innovation: Leading the way and implementing creative, cutting-edge ideas and approaches.
- Compassion: Listening, honoring differences, and showing respect, kindness, empathy, care, and concern.
- Agility: Exhibiting flexibility and adapting quickly.
- Responsiveness: Being quick, positive, and accurate.
- Excellence: Demonstrating quality results that surpass ordinary standards.
Salary Description
$80,000-$90,000 annually
Salary : $80,000 - $90,000