Compensation Analyst, Human Resources, Full-Time, Days

ABOUT MARINHEALTH
Are you looking for a place where you are empowered to bring innovation to reality? Join MarinHealth, an integrated, independent healthcare system with deep roots throughout the North Bay. With a world-class physician and clinical team, an affiliation with UCSF Health, an ever-expanding network of clinics, and a new state-of-the-art hospital, MarinHealth is growing quickly. MarinHealth comprises MarinHealth Medical Center, a 327-bed hospital in Greenbrae, and 55 primary care and specialty clinics in Marin, Sonoma, and Napa Counties. We attract healthcare’s most talented trailblazers who appreciate having the best of both worlds: the pioneering medicine of an academic medical center combined with an independent hospital's personalized, caring touch. 

MarinHealth is already realizing the benefits of impressive growth and has consistently earned high praise and accolades, including being Named One of the Top 250 Hospitals Nationwide by Healthgrades, receiving a 5-star Ranking for Overall Hospital Quality from the Centers for Medicare and Medicaid Services, and being named the Best Hospital in San Francisco/Marin by Bay Area Parent, among others. 

Company:

Compensation Range:

Work Shift:

Scheduled Weekly Hours:

Job Description Summary:

Job Requirements, Prerequisites and Essential Functions:

Education:

• A bachelor’s degree in Human Resource management or equivalent field preferred.

Experience:

• Approximately five (5) to ten (10) years of progressively more responsible compensation experience preferably in a healthcare environment.

License and Certifications:

• NA

Prerequisite Skills:

• Knowledge of Human Resources management and compensation, as well as basic statistics at a level normally acquired through completion of a Bachelor's degree in business or a closely related field in order to understand and effectively communicate compensation-related matters.

• Demonstrated ability to resolve compensation and/or benefits-related problems, make recommendations concerning departmental policies and procedures, and assist in development of Hospital pay program goals and objectives.

• Interpersonal skills necessary in order to respond to management inquiries/concerns, and communicate with a wide variety of Hospital and outside personnel when gathering, exchanging, and interpreting compensation or other employee data.

• Analytical skills necessary to identify and resolve compensation database problems, design methods of maintaining compensation programs, and analyze statistical reports.

• Knowledge of and ability to operate PC based spreadsheet and word processing programs.

• Demonstrated ability to manage or perform as a super user of a sophisticated human resource application database.

• Knowledge of basic business applications at a level normally acquired through completion of a Bachelor's degree in business or a closely related field in order to understand and effectively communicate compensation-related issues.

• Interpersonal skills necessary in order to respond to management inquiries/concerns, and communicate with a wide variety of Hospital and outside personnel when gathering, exchanging and interpreting hospital policies and state and federal regulations.

• Excellent verbal and communication skills, including proficiency in Microsoft Word, Excel, Outlook, HRIS (preferably Paragon Payroll), and the Internet.

• Ability to work independently on prioritizing job responsibilities and multiple tasks around deadlines, troubleshooting and resolving issues, and following procedures. Attention to detail and follow through. Customer-service oriented, exercise good judgment, and maintains a high level of confidentiality. Strong interpersonal and organizational skills needed.

Primary Customer Served (Age Specific Criteria):

• This position is not a patient care position, and as such, this section does not apply.

Patient Privacy (HIPAA Compliance):

• Employees in this position do not have access to protected health information.

Duties And Responsibilities:

Essential (Not Modifiable)

Specific

• Implements wage and salary administration programs and related policies and procedures, including but not limited to, job analysis techniques, job description preparation, job evaluation methodology, and pay structure development. Make suggestions for enhancements.

• Administers Hospital job evaluation program and pay survey data collection efforts. Establishes procedures for maintenance of an equitable and competitive wage and salary structure designed to attract, retain, and motivate employees.

• Oversees administration of wage and salary programs, ensuring programs are in compliance with Hospital policies and procedures as well as state and federal employee relations regulations.

• Recommends, secures approval of, and implements adjustments to pay structures based on analyses of pay survey data and Hospital pay philosophy.

• Oversees day-to-day processing of personnel records in order to maintain accurate, current files of employee status changes, pay rates, job grades, and the like. Ensures records contain pertinent information on individual personnel and files are kept in accordance with established policies.

• Participates in development of and oversees training programs for supervisors and managers regarding compensation-related matters such as writing job descriptions, preparing performance plans, conducting performance appraisals and the like.

• Advises and counsels a variety of department and Hospital employees regarding Hospital compensation-related policies and procedures.

• Oversees and supervises all processes associated with the hospital’s HRIS system (Paragon Payroll), ensuring that all paperwork (new employee and compensation related), system tables, and ancillary systems are accurately maintained, including, but not limited to, new hires, salary changes, transfers, terminations, benefits enrollment and/or terminations.

• Coordinates all issues related to Payroll processing and interpretation and application of pay practices as translated to the HRIS system. Periodically audits benefits and compensation data and evaluates operational procedures (e.g., workflow) for effectiveness and efficiency. Primary resource/liaison for employees, vendors, and all hospital staff (e.g., Payroll, Finance, etc.).

• Creates, evaluates, and when required, develops and distributes reports for department or hospital-wide use.

Secondary (not modifiable)

• Performs additional duties as assigned.

Accommodation:

Qualified applicants with disabilities may request reasonable accommodation during the application process by contacting Human Resources at 415-925-7040 or TalentAcquisition@mymarinhealth.org.

C.A.R.E.S. Standards:

MarinHealth seeks candidates ready to model our C.A.R.E.S. standards—Communication, Accountability, Respect, Excellence, Safety—which foster a healing, trust-based environment for patients and colleagues.

Health & Immunizations:

To protect employees, patients, and our community, MarinHealth requires measles, mumps, varicella, and annual influenza immunizations as a condition of employment (and annually thereafter). COVID-19 vaccination/booster remains strongly recommended. Medical or religious exemptions will be considered consistent with applicable law.

Compensation:

The posted pay range complies with applicable law and reflects what we reasonably expect to pay for this role. Individual pay is set by skills, experience, qualifications, and internal/market equity, consistent with MarinHealth’s compensation philosophy. Positions covered by collective bargaining agreements are governed by those agreements.

Equal Employment:

All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sexual orientation, gender identity, protected veteran status or disability status, and any other classifications protected by federal, state, and local laws.