HRIS & Compensation Analyst

Join our TEAM! This is an exciting opportunity to support a growing healthcare organization during its Workday journey while gaining exposure to compensation strategy, workforce analytics, reporting, and HR technology. You'll partner with organizational leaders, influence decision-making through data, and play a key role in building scalable HR processes across multiple locations. If you're energized by data, technology, and the opportunity to make a meaningful impact in healthcare, we'd love to hear from you. Apply today and help shape the future of HR at our organization.

Position Summary: The HRIS & Compensation Analyst supports the implementation, administration, and optimization of Sequel Ortho's Human Resource Information Systems, with a primary focus on Workday configuration, data integrity, reporting, and compensation administration. This role serves as a technical and analytical resource to Human Resources, ensuring accurate employee data, efficient processes, reliable workforce reporting, and consistent application of compensation programs across the organization.

The HRIS & Compensation Analyst partners closely with Human Resources, Payroll, Finance, and operational leaders to support workforce planning, compensation analysis, system enhancements, and data-driven decision making. This position plays a key role in supporting Sequel Ortho's Workday implementation and ongoing optimization efforts while ensuring compensation practices align with organizational guidelines, market competitiveness, and internal equity.

Position details

Position Requirements

Education: Bachelor's degree in Human Resources, Business Administration, Information Systems, Healthcare Administration, or related field (or equivalent experience) - required.

Licensure: N/A

Certification: Workday Pro Certification, SHRM-SCP/CP, PHR or SPHR - preferred.

Experience:

• Three (3) or more years of progressively responsible HRIS experience required.
• Two (2) or more years of Workday experience required.
• Experience supporting HRIS implementation, optimization, upgrades, or system enhancements.
• Experience developing reports, dashboards, and workforce analytics.
• Experience supporting compensation administration, salary structures, market pricing, or compensation analysis preferred.
• Experience working with HR, Payroll, Benefits, and Talent Acquisition processes preferred.
• Healthcare and/or multi-site organizational experience preferred.

Required Knowledge/Skills/Abilities

• Demonstrated knowledge of Human Resource Information Systems, including Workday functionality, business processes, reporting, security, and data governance principles.
• Strong analytical and problem-solving skills with the ability to collect, analyze, interpret, and validate complex data.
• Advanced proficiency in Microsoft Excel and HRIS reporting tools with the ability to develop meaningful reports, dashboards, and metrics to support business decision making.
• Knowledge of compensation principles including market benchmarking, salary administration, pay structures, and internal equity analysis.
• Strong attention to detail with a commitment to data accuracy and process quality.
• Ability to manage multiple priorities and meet deadlines in a fast-paced environment.
• Strong interpersonal and communication skills with the ability to collaborate across organizational levels and explain technical concepts clearly.
• Demonstrated commitment to continuous improvement and leveraging technology to improve efficiency and employee experience.
• Ability to maintain confidentiality and appropriately handle sensitive employee information.

Essential Job Functions

• Administer, configure, and optimize Workday Human Capital Management (HCM) to support organizational objectives and business needs.
• Support Workday implementation activities, system enhancements, upgrades, testing, integrations, and ongoing optimization efforts.
• Develop, maintain, and analyze workforce reports, dashboards, and key performance metrics for Human Resources and operational leadership.
• Ensure the accuracy, completeness, and integrity of employee and organizational data within Workday.
• Perform system audits, data reconciliations, and compliance reviews to ensure adherence to organizational standards and regulatory requirements.
• Serve as a primary resource for HRIS support, troubleshooting, documentation, training, and user adoption.
• Maintain compensation structures, job architecture, job profiles, salary ranges, and related compensation data within HR systems.
• Prepare and review compensation offers, salary recommendations, and employment-related pay actions to ensure alignment with approved compensation guidelines.
• Support annual compensation planning processes including merit increases, market adjustments, incentive administration, and compensation cycle management within Workday.
• Assist with market benchmarking, salary survey participation, compensation analysis, and pay equity reviews.
• Partners with HR leadership, Finance, and operational leaders to provide data-driven recommendations and support strategic workforce initiatives.
• Coordinate with third-party vendors and technology partners to support integration, troubleshoot issues, and implement enhancements.
• Identify opportunities for process improvement and automation to enhance operational efficiency and employee experience.

Physical Requirements: This position is classified as Sedentary Work in the Dictionary of Occupational Titles, requiring the exertion of up to 1-pounds of force occasionally (up to 33% of the time) and /or a negligible amount of force frequently (33%-66% of the time) to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time.

Must be able to pass background check. We also conduct pre-employment physical and drug testing. Any job offer will be contingent upon successful completion of a pre-employment physical with a drug screen, background check and obtaining active licensures per job requirements.