Senior Compensation Analyst

  • Full Time
  • Remote

Website Logan Health

Job Description Summary:

This position supports compensation programs from plan design through implementation and ongoing administration. Responsible for analytical support, ongoing research, modeling, and compensation programs to support business strategies. Such programs include, but are not limited to, base pay, incentive pay, and performance management programs. Supports the job evaluation process and salary recommendations ensuring internal equity and market alignment. Manages and participates in salary surveys and studies labor markets to identify compensation trends. Serves as subject matter expert and resource within the compensation team.

This position can be remote or in person at Logan Health Medical Center in Kalispell, Montana. To be eligible to work remotely for Logan Health, you must reside in one of the following approved states:

  • Arizona
  • Colorado
  • Florida
  • Georgia
  • Hawaii
  • Idaho
  • Illinois
  • Indiana
  • Kansas
  • Louisiana
  • Michigan
  • Missouri
  • Montana
  • Minnesota
  • New Mexico
  • Oregon
  • South Dakota
  • Tennessee
  • Texas
  • Virginia


  • Minimum of one (1) of the following required:
    • Bachelor’s degree in Business, Accounting, Information Systems, or Human Resources.
    • Minimum seven (7) years’ work experience in a similar position.
  • Previous work experience in healthcare preferred.  PHR/SPHR and/or CCP certification preferred.
  • Working knowledge of principles, theories and concepts for administering compensation programs, including working knowledge of staff compensation policies, procedures, best practices, applicable laws and regulations, e.g., Fair Labor Standards Act, and Wage and Hour regulations.
  • Highly analytical with the ability to conduct job audits/interviews, perform detailed analysis of qualitative and quantitative data including skill in creating complex spreadsheets, which require the use of complex formulas.
  • Advanced technical proficiencies in HRIS functionality, report writing and Excel using quantitative analysis, charting, pivot tables, formulas/algorithms, and trend analysis. Proficiencies should also include the ability to identify, assess, synthesize and implement opportunities for automation.
  • Must possess high level of discretion, tact, diplomacy, and professionalism.
  • Must possess ability to work independently with minimal supervision.
  • Excellent organizational skills, detail-oriented, a self-starter, possess critical thinking skills and be able to set priorities and function as part of a team as well as independently.
  • Commitment to working in a team environment and maintaining confidentiality as needed.
  • Excellent verbal and written communication skills including the ability to communicate effectively with various audiences.
  • Excellent interpersonal skills with the ability to manage sensitive and confidential situations with tact, professionalism, and diplomacy.

Job Specific Duties:

  • Performs job analysis and classifies a wide variety of jobs across job families and pay ranges.
  • Performs comprehensive and detailed data analysis to determine competitive position to update salary range structures and market reference data annually.  Assists with the annual salary planning process as needed.
  • Compiles and analyzes salary surveys and obtains comprehensive market data to market price the positions and compare internally to company positions. Recommends new position pay levels based on research and conclusions made from compiled data and leadership input.
  • Conducts special compensation studies of salary and pay practices.  Analyzes data, creates and presents reports, calculates budget impact and develops recommendations as appropriate.
  • Assists and/or leads large special compensation projects.  Participates in project from conceptualization to implementation.  Represents the compensation function on HR and system wide committees.
  • Provides advice and guidance to management in job re-design and/or establishing career ladders.  Provides guidance to departments on salary actions; e.g., job reclassifications, developmental growth plans, promotions, bonus/pay supplements, overtime calculations, annual increases, internal/external equity adjustments.  Performs according to established policies and procedures and/or federal/state/local laws and regulations.
  • Collaborates with HR team and leadership to ensure a competitive wage program while keeping within the compensation philosophy.
  • Oversees the utilization, maintenance, integration with other systems, and report production of HRIS system.  Maintains data integrity in systems by running queries and analyzing data.  Partners with technology team to ensure continuous improvement of process and technology in support of HR programs.
  • Generates reports/queries, including writing maintaining and supporting a variety of reports or queries utilizing appropriate reporting tools. Assists in development of standard reports for ongoing needs along with ad-hoc reporting for impromptu needs.
  • Analyzes and prepares data for legal requests, external surveys, and government reports.
  • Conducts training, including developing user procedures, guidelines and documentation. Trains clients on new processes/functionality. Trains new system users.
  • Provides guidance and policy interpretation to managers and HRBPs by connecting compensation knowledge and outcomes to broader HR and organizational initiatives.
  • Contributes to overall HR team effort in delivering high quality service and projects. Makes recommendations to improve processes and efficiency. Assists with coordination of and/or leads efforts for a wide variety of ongoing or annual HR projects.

The above essential functions are representative of major duties of positions in this job classification.  Specific duties and responsibilities may vary based upon departmental needs.  Other duties may be assigned similar to the above consistent with knowledge, skills and abilities required for the job.  Not all of the duties may be assigned to a position.

Maintains regular and consistent attendance as scheduled by department leadership.


Day Shift – 8 Hours (United States of America)

Schedule Details:

Please know schedules and shifts are subject to change based on patient care and department/organizational needs.


Logan Health operates 24 hours per day, seven days per week.  Schedules are set to accommodate the requirements of the position and the needs of the organization and may be adjusted as needed.

Notice of Pre-Employment Screening Requirements

If you receive a job offer, please note all offers are contingent upon passing a pre-employment screening, which includes:

  • Criminal background check
  • Reference checks
  • Drug Screening
  • Health and Immunizations Screening
  • Physical Demand Review/Screening

Equal Opportunity Employer

Logan Health is an Equal Opportunity Employer (EOE/AA/M-F/Vet/Disability). We encourage all qualified individuals to apply for employment. We do not discriminate against any applicant or employee based on protected veteran status, race, color, gender, sexual orientation, religion, national origin, age, disability or any other basis protected by applicable law. If you require accommodation to complete the application, testing or interview process, please notify Human Resources.

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