Senior Compensation Analyst
Role Overview
Supports the design, administration, analysis, and improvement of Premier’s compensation programs.
Partners with Compensation, HRBPs, HRIS, Employee Relations, and business leaders to provide data-driven advice and support audits and process improvements.
Serves as Workday compensation functional lead, supporting configuration, release testing, job profile maintenance, transactions, and the annual compensation cycle.
Key Skills for This Role
Full Job Posting
Role overview
Supports the design, administration, analysis, and improvement of Premier’s compensation programs.
Partners with Compensation, HRBPs, HRIS, Employee Relations, and business leaders to provide data-driven advice and support audits and process improvements.
Serves as Workday compensation functional lead, supporting configuration, release testing, job profile maintenance, transactions, and the annual compensation cycle.
Compensation administration
- Conduct job evaluations, establish salary and incentive ranges, and advise leaders on job classifications, titles, grades, incentive targets, and total pay.
- Participate in market surveys and compensation assessments supporting base salary and incentive budgets, guidelines, and programs.
- Migrate job matches to updated salary data in MarketPay annually.
- Prepare analytics and reports for the Compensation team, CHRO, HRBPs, and business leaders.
- Partner with Employee Relations on compensation audit documentation and analysis.
- Provide salary recommendations for new-hire offers in partnership with Talent Acquisition.
- Monitor and route Compensation inbox requests, escalating complex or sensitive matters.
- Identify opportunities to improve processes, policies, and service levels.
Workday administration
- Lead Workday compensation configuration, product knowledge, issue resolution, and team updates.
- Test compensation products during biannual Workday releases and confirm functionality meets requirements.
- Partner with HRIS to configure Workday for compensation program changes.
- Complete administrator tasks involving position management, employment agreements, and one-time payments.
- Update job profiles and maintain current job descriptions in the job repository.
Annual compensation cycle
- Administer annual merit increases and incentive awards within budgets and guidelines.
- Partner with HRIS to configure and implement Workday Advanced Compensation for the cycle.
- Complete annual cycle project tasks and testing.
- Prepare draft communications for review by the VP of Compensation.
- Analyze end-of-cycle data for senior leaders.
Required qualifications
- At least 4 years of applicable experience.
- High school diploma or GED.
Preferred qualifications
- Strong Excel experience, including pivot tables, VLOOKUP, and formulas.
- Knowledge of compensation principles, market pricing, job evaluation, salary structures, incentive plans, and pay equity.
- Ability to analyze complex data, identify trends, prepare recommendations, and communicate actionable insights.
- Strong written and verbal communication; ability to manage priorities and maintain accuracy and confidentiality.
- Five or more years of broad compensation experience is listed as preferred.
- Workday compensation experience, including Advanced Compensation, is listed as preferred.
- Experience using AI tools such as Copilot is listed as preferred.
- Bachelor’s degree in human resources is listed as preferred.
- Certified Compensation Professional (CCP) is listed under certifications; preferred status is not explicit.
Additional job requirements
The role involves prolonged stationary work, computer use, changing priorities, deadlines, attention to detail, and communication with others in person and electronically.
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