Nemours is seeking a Compensation Analyst to work out of our Wilmington Delaware, Jacksonville or Orlando, FL. This is a hybrid role.

Primary Functions:

This position is responsible for: Providing direct technical and consultative support in the administration of the organization's staff compensation policies and practices. Performs standard compensation surveys and research studies, conducts compensation analyses, and maintains the job description and compensation databases. Primarily responsible for managing the day-to-day compensation activities and provides support and advice to HR Business Partner's regarding interpretation of policies, guidelines, and procedures. Supports Compensation Manager in project management activities.

Job Requirements:

• Associates degree required.
• 3 or more years of work experience as a Compensation Analyst required
• Healthcare experience specific to compensation required.
• Oracle experience preferred.
• Ability to communicate effectively and professionally, as well as work collaboratively with a wide variety of employees, management and teams
• Ability to organize, plan and prioritize multiple tasks with attention to detail while managing numerous complex projects and priorities to meet deadlines successfully
• Detail-oriented, with a high level of accuracy and the ability to detect inconsistencies in data

Essential Functions:

1. Additional miscellaneous duties and responsibilities, as may be assigned from time to time by employee's supervisor.
2. Research and analyze competitive compensation practices in the labor supply areas and contributes to established compensation surveys and/or develops and implements custom surveys as appropriate.
3. Conducts internal and external compensation analyses and, under the direction of the Compensation Manager, provides HR Business Partners and management with salary determination recommendations.
4. Performs specialized research studies on a range of compensation topics, as specifically assigned, including analyzing data and preparation of summary reports.
5. Assists and collaborates, as appropriate, in the planning, coordination, facilitation, administration, and reporting of the annual salary review program.
6. Maintains and updates compensation databases and consults with HRIS regarding problems with programming and data integrity issues.
7. Works with payroll personnel to implement new pay structures and helps resolve payroll issues, where appropriate.
8. Interprets and may assist in development of enterprise-wide compensation policies and practices.
9. Conducts job analyses to ensure compliance with Federal and state wage and hour regulations.