What are the responsibilities and job description for the Senior Compensation Analyst (2026-0970) position at Valley Medical Center & Clinics?
Job Title: Senior Compensation Analyst
Req: 2026-0970
Location: VMC Main Campus
Department: Human Resources
Shift: Days
Type: Full Time
FTE: 1
Hours:
City State: Renton, WA
Category Administrative/Clerical
Salary Range: Min $104,383 - Max $156,575/annual DOE
Job Description:
JOB DESCRIPTION
The position description is a guide to the critical duties and essential functions of the job, not an all-inclusive list of responsibilities, qualifications, physical demands, and work environment conditions. Position descriptions are reviewed and revised to meet the changing needs of the organization.
TITLE: Compensation Analyst Sr.
JOB OVERVIEW: Responsible for administering VMCC's compensation programs and practices in alignment with organizational philosophy, internal equity, market competitiveness, and applicable laws and regulations. Provides consultation and guidance on compensation matters, conducts research and analysis to support compensation decisions, and develops recommendations for leadership. Maintains compensation data and practices, monitors market and regulatory trends, and supports the ongoing development, implementation, and administration of compensation programs and initiatives.
DEPARTMENT: Human Resources
WORK HOURS: Full time, typical hours are Monday - Friday, 8:00am - 4:30pm
REPORTS TO: Director of Total Rewards and HR Systems
Prerequisites:
Bachelor's degree required in Business Administration, Human Resources, Finance or other relevant field, required. An additional four (4) years of relevant and applicable experience may substitute degree requirement.
Minimum five years' relevant compensation analysis experience required, preferably in a health care setting.
Solid understanding of compensation principles, market benchmarking, and pay structures.
Strong Analytical Skills And Exceptional Attention To Detail Required.
Experience working with HRIS systems (Infor preferred).
Demonstrated proficiency in basic computer applications including Microsoft Word, Excel, and other applicable software.
Qualifications:
Ability to independently manage multiple tasks simultaneously.
Strong communication skills with the ability to influence and partner across all levels of the organization.
Demonstrated ability to maintain a high level of discretion and confidentiality.
Demonstrated ability to function effectively and professionally in difficult and/or conflict situations.
Current knowledge of employment/labor laws pertaining to Human Resources and compensation.
Typical Physical/Mental Demands, Environment, And Working Conditions:
Requires prolonged periods of sitting and prolonged exposure to computer monitor and keyboarding. Requires planning, organizing, and working on multiple tasks at one time. Requires the ability to work effectively with all levels of staff and management team members.
Performance Responsibilities
Generic Job Functions: See Generic Job Description for Administrative Partner.
Essential Responsibilities And Competencies:
Administer VMCC's compensation program that reflects organizational philosophy and policy, current labor market, bargaining units, and legal requirements.
Conduct ongoing market analysis, using salary surveys and industry data to ensure competitive positioning for annual increases, market adjustments, and merit planning.
Provide compensation consultation and guidance to leaders on compensation decisions, including compensation placement for new hires and promotions, in grade salary adjustments, retention considerations, temporary assignments, and other compensation related items.
Evaluate compensation requests and develop recommendations that support organizational compensation philosophy, internal equity, market competitiveness, and established compensation practices.
Analyze salary structures and compensation programs, making recommendations regarding range movement, market adjustments, compression, differentials, and other structural considerations.
Ensure that the program and standardized pay practices remain consistent, compliant, fiscally responsible, and competitive.
Prepares compensation recommendations and presentations for leadership review, translating complex compensation data and analysis into clear, actionable recommendations.
Complete salary surveys and analyze results.
Maintain compensation databases sufficient to meet analytical and reporting requirements, and fair and equitable position placement within the organization's market-based program.
Recommend new hire rates using established compensation structure; coordinate with Recruiting to review and recommend all salaries using guidelines.
Review and periodically revise incentive-pay programs for management and staff levels ensuring market competitiveness. Calculate incentive payments.
Conduct comprehensive job evaluations and compensation analyses to determine appropriate job classifications, salary grades, and market positioning based on job scope, responsibilities, internal equity, and external market data.
Maintain database of all organization job descriptions assisting managers with the development of new positions or revision of existing job descriptions.
Participate in preparation for labor negotiations to include research, recommendations, cost analysis, and other information important to the bargaining process.
Assist physician compensation program with routine tasks, reporting, and tracking.
Represent the hospital in professional organizations, committees, and networking events.
Maintain working relationships with external vendors, consultants, and others.
Research compensation trends, legislation, regulations, and industry practices and recommend modifications to compensation policies and programs as appropriate.
Ensure compliance with applicable labor laws and compensation regulations (including FLSA, pay transparency regulations, etc.).
Assist with Executive Compensation Program Plan as requested.
Enhance professional growth and development through in-services and educational programs. Keep abreast of HR development and regulatory changes.
Maintain financial awareness of department and program budgets.
Participates in compensation-related projects and initiatives, including implementation of new compensation programs, HR technology enhancements, process improvements, and annual compensation activities.
Assist with other projects and duties as requested.
Revised: 6/23, 10/26
Grade: NC12
FLSA: E
Cost Center: 8650
Qualifications:
Job Qualifications:
Ability to independently manage multiple tasks simultaneously.
Strong communication skills with the ability to influence and partner across all levels of the organization.
Demonstrated ability to maintain a high level of discretion and confidentiality.
Demonstrated ability to function effectively and professionally in difficult and/or conflict situations.
Current knowledge of employment/labor laws pertaining to Human Resources and compensation.
Req: 2026-0970
Location: VMC Main Campus
Department: Human Resources
Shift: Days
Type: Full Time
FTE: 1
Hours:
City State: Renton, WA
Category Administrative/Clerical
Salary Range: Min $104,383 - Max $156,575/annual DOE
Job Description:
JOB DESCRIPTION
The position description is a guide to the critical duties and essential functions of the job, not an all-inclusive list of responsibilities, qualifications, physical demands, and work environment conditions. Position descriptions are reviewed and revised to meet the changing needs of the organization.
TITLE: Compensation Analyst Sr.
JOB OVERVIEW: Responsible for administering VMCC's compensation programs and practices in alignment with organizational philosophy, internal equity, market competitiveness, and applicable laws and regulations. Provides consultation and guidance on compensation matters, conducts research and analysis to support compensation decisions, and develops recommendations for leadership. Maintains compensation data and practices, monitors market and regulatory trends, and supports the ongoing development, implementation, and administration of compensation programs and initiatives.
DEPARTMENT: Human Resources
WORK HOURS: Full time, typical hours are Monday - Friday, 8:00am - 4:30pm
REPORTS TO: Director of Total Rewards and HR Systems
Prerequisites:
Bachelor's degree required in Business Administration, Human Resources, Finance or other relevant field, required. An additional four (4) years of relevant and applicable experience may substitute degree requirement.
Minimum five years' relevant compensation analysis experience required, preferably in a health care setting.
Solid understanding of compensation principles, market benchmarking, and pay structures.
Strong Analytical Skills And Exceptional Attention To Detail Required.
Experience working with HRIS systems (Infor preferred).
Demonstrated proficiency in basic computer applications including Microsoft Word, Excel, and other applicable software.
Qualifications:
Ability to independently manage multiple tasks simultaneously.
Strong communication skills with the ability to influence and partner across all levels of the organization.
Demonstrated ability to maintain a high level of discretion and confidentiality.
Demonstrated ability to function effectively and professionally in difficult and/or conflict situations.
Current knowledge of employment/labor laws pertaining to Human Resources and compensation.
Typical Physical/Mental Demands, Environment, And Working Conditions:
Requires prolonged periods of sitting and prolonged exposure to computer monitor and keyboarding. Requires planning, organizing, and working on multiple tasks at one time. Requires the ability to work effectively with all levels of staff and management team members.
Performance Responsibilities
Generic Job Functions: See Generic Job Description for Administrative Partner.
Essential Responsibilities And Competencies:
Administer VMCC's compensation program that reflects organizational philosophy and policy, current labor market, bargaining units, and legal requirements.
Conduct ongoing market analysis, using salary surveys and industry data to ensure competitive positioning for annual increases, market adjustments, and merit planning.
Provide compensation consultation and guidance to leaders on compensation decisions, including compensation placement for new hires and promotions, in grade salary adjustments, retention considerations, temporary assignments, and other compensation related items.
Evaluate compensation requests and develop recommendations that support organizational compensation philosophy, internal equity, market competitiveness, and established compensation practices.
Analyze salary structures and compensation programs, making recommendations regarding range movement, market adjustments, compression, differentials, and other structural considerations.
Ensure that the program and standardized pay practices remain consistent, compliant, fiscally responsible, and competitive.
Prepares compensation recommendations and presentations for leadership review, translating complex compensation data and analysis into clear, actionable recommendations.
Complete salary surveys and analyze results.
Maintain compensation databases sufficient to meet analytical and reporting requirements, and fair and equitable position placement within the organization's market-based program.
Recommend new hire rates using established compensation structure; coordinate with Recruiting to review and recommend all salaries using guidelines.
Review and periodically revise incentive-pay programs for management and staff levels ensuring market competitiveness. Calculate incentive payments.
Conduct comprehensive job evaluations and compensation analyses to determine appropriate job classifications, salary grades, and market positioning based on job scope, responsibilities, internal equity, and external market data.
Maintain database of all organization job descriptions assisting managers with the development of new positions or revision of existing job descriptions.
Participate in preparation for labor negotiations to include research, recommendations, cost analysis, and other information important to the bargaining process.
Assist physician compensation program with routine tasks, reporting, and tracking.
Represent the hospital in professional organizations, committees, and networking events.
Maintain working relationships with external vendors, consultants, and others.
Research compensation trends, legislation, regulations, and industry practices and recommend modifications to compensation policies and programs as appropriate.
Ensure compliance with applicable labor laws and compensation regulations (including FLSA, pay transparency regulations, etc.).
Assist with Executive Compensation Program Plan as requested.
Enhance professional growth and development through in-services and educational programs. Keep abreast of HR development and regulatory changes.
Maintain financial awareness of department and program budgets.
Participates in compensation-related projects and initiatives, including implementation of new compensation programs, HR technology enhancements, process improvements, and annual compensation activities.
Assist with other projects and duties as requested.
Revised: 6/23, 10/26
Grade: NC12
FLSA: E
Cost Center: 8650
Qualifications:
Job Qualifications:
Ability to independently manage multiple tasks simultaneously.
Strong communication skills with the ability to influence and partner across all levels of the organization.
Demonstrated ability to maintain a high level of discretion and confidentiality.
Demonstrated ability to function effectively and professionally in difficult and/or conflict situations.
Current knowledge of employment/labor laws pertaining to Human Resources and compensation.
Salary : $104,383 - $156,575