Job Summary
The Senior Total Rewards Analyst supports the design, analysis, and administration of compensation, benefits, and incentive programs. This role provides data-driven insights to inform pay decisions, ensures market competitiveness, and supports enterprise-wide total rewards strategies. The position partners closely with HR Business Partners, Finance, and business leaders to deliver scalable programs and ensure compliance with regulatory requirements.
Responsibilities
Analytics & Insights
- Analyze complex compensation and workforce data to provide actionable insights and recommendations to leadership.
- Develop and maintain dashboards, reports, and models to support compensation planning, pay equity analysis, and workforce trends.
- Conduct ad hoc analyses related to compensation, incentives, and benefits utilization.
Compensation & Incentive Programs
- Support the design, administration, and execution of compensation programs, including base pay, short-term incentives (STI), and long-term incentives (LTI).
- Prepare compensation recommendations for new hires, promotions, transfers, and off-cycle adjustments.
- Participate in annual compensation planning cycles (merit, bonus, equity), including system configuration, testing, and execution.
- Conduct job evaluations and market pricing to ensure internal equity and external competitiveness.
Benefits & Total Rewards Administration
- Assist in administration and analysis of benefits programs, including health & welfare, retirement, and deferred compensation.
- Audit and validate eligibility and participation for various programs (e.g., incentive plans, HSA, executive benefits).
- Partner with Benefits team to evaluate program effectiveness and cost trends.
Market Data & Benchmarking
- Lead or support compensation survey submissions and benchmarking activities using market data sources (e.g., Radford, Mercer, Willis Towers Watson).
- Analyze industry trends and recommend updates to salary structures, pay ranges, and incentive design.
Data Integrity & Systems
- Maintain and audit HRIS and compensation systems (e.g., Workday, SAP, Oracle, or similar).
- Ensure accuracy of employee data, job architecture, pay structures, and reporting tables.
- Identify opportunities for automation and process improvement.
Compliance & Governance
- Ensure compliance with federal, state, and local regulations (e.g., FLSA, pay transparency laws, pay equity requirements).
- Support internal and external audits related to compensation and benefits programs.
- Maintain documentation and governance practices for total rewards processes.
Cross-Functional Partnership
- Collaborate with HR Business Partners on job descriptions, job leveling, and organizational design.
- Provide guidance and education to leaders on compensation philosophy and practices.
- Support broader HR initiatives such as performance management and workforce planning.
Qualifications
Required:
- Bachelor’s degree in Human Resources, Finance, Business, or related field.
- 3–7+ years of experience in compensation, total rewards, HR analytics, or related field.
- Strong analytical and problem-solving skills with the ability to interpret complex data.
- Excellent attention to detail and data accuracy.
- Strong communication skills with the ability to present insights to stakeholders.
- Ability to manage multiple priorities in a fast-paced environment.
Preferred:
- Advanced proficiency in Excel (modeling, pivot tables, large datasets).
- Experience with HRIS systems (e.g., Workday, SAP SuccessFactors, Oracle).
- Familiarity with compensation surveys and market pricing tools.
- Experience with data visualization tools (e.g., Tableau, Power BI).
- Working knowledge of statistics, data modeling, and forecasting.
- Certified Compensation Professional (CCP) or progress toward certification.
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Employment practices will not be influenced or affected by an applicant’s or employee’s race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status.
Tenet will make reasonable accommodations for qualified individuals with disabilities unless doing so would result in an undue hardship.
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Employment practices will not be influenced or affected by an applicant’s or employee’s race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status. Tenet will make reasonable accommodations for qualified individuals with disabilities unless doing so would result in an undue hardship.