Why work for Nebraska Methodist Health System?
At Nebraska Methodist Health System, we focus on providing exceptional care to the communities we serve and people we employ. We call it The Meaning of Care – a culture that has and will continue to set us apart. It’s helping families grow by making each delivery special, conveying a difficult diagnosis with a compassionate touch, going above and beyond for a patient’s needs, or giving a high five when a patient beats a disease or conquers a personal health challenge. We offer competitive pay, excellent benefits and a great work environment where all employees are valued! Most importantly, our employees are part of a team that makes a real difference in the communities we live and work in.

Job Summary:

Location: Methodist Corporate Office
Address: 825 S 169th St. - Omaha, NE

Work Schedule: Monday - Friday, 40 hours per week.

The Senior Compensation Analyst is responsible for the design, analysis, administration, and continuous improvement of compensation programs that support the organization's talent and business objectives. This role serves as a strategic consultant to HR partners and business leaders, providing expert guidance on compensation matters including market pricing, job evaluation, salary administration, pay equity, and regulatory compliance. The Senior Compensation Analyst conducts complex analyses, develops recommendations, and helps ensure compensation programs are competitive, equitable, and aligned with organizational goals.

Responsibilities:

Essential Job Functions

1. Compensation Analysis and Administration

• Conduct comprehensive market pricing and benchmarking analyses using salary surveys and other compensation data sources.
• Evaluate jobs and determine appropriate market alignment, pay grades, and salary structures.
• Analyze internal and external compensation trends and provide recommendations to maintain market competitiveness.
• Support the administration of annual compensation programs, including merit increases, market adjustments, promotions, and incentive plans.
• Prepare compensation models, costing analyses, and financial impact assessments for compensation-related initiatives.
• Monitor pay practices to ensure internal equity and alignment with compensation philosophy.
• Maintain compensation data integrity within HRIS and compensation management systems.

2. Consultation and Business Partnership

• Serve as a trusted compensation consultant to HR Business Partners, managers, and senior leaders.
• Provide guidance and recommendations on compensation decisions, including hiring offers, promotions, transfers, retention strategies, and organizational restructures.
• Partner with leaders to identify compensation-related challenges and develop practical, data-driven solutions.
• Educate leaders and HR partners on compensation philosophy, policies, practices, and market trends.
• Participate in workforce planning discussions and provide compensation insights to support talent attraction and retention strategies.
• Assist leadership in understanding compensation analytics and the impact of compensation decisions on organizational outcomes.

3. Program Development and Strategic Initiatives

• Support the design, implementation, and enhancement of compensation programs, salary structures, and job architecture frameworks.
• Participate in compensation modernization, market competitiveness, and pay equity initiatives.
• Recommend process improvements that increase efficiency, consistency, and transparency of compensation programs.
• Assist in the development and maintenance of compensation policies, guidelines, and procedures.
• Lead or participate in compensation-related projects and cross-functional initiatives.

4. Compliance and Governance

• Ensure compliance with federal, state, and local compensation regulations, including Fair Labor Standards Act (FLSA), Equal Pay laws, and other applicable requirements.
• Conduct audits and analyses to identify and address compensation risks and inconsistencies.
• Support documentation and reporting requirements related to compensation programs and regulatory compliance.

5. Reporting and Analytics

• Develop and deliver compensation reports, dashboards, and presentations for HR and organizational leadership.
• Analyze compensation metrics and workforce trends to support strategic decision-making.
• Prepare executive-level summaries and recommendations based on compensation data and market intelligence.
• Utilize advanced analytical techniques to identify trends, opportunities, and risks within compensation programs.

Schedule:

Monday - Friday, 40 hours per week.

Job Description:

Job Requirements

Education

• Bachelor’s degree in human resources, business administration, related field or equivalent combination of education and experience.

Experience

• Minimum of five years of compensation experience required.

• Experience with transformational compensation initiatives highly desired.

• Experience consulting with leaders and influencing compensation-related decisions.

• Experience with Workday and Payfactors preferred.

License/Certifications

• Certified Compensation Professional (CCP) designation from WorldatWork preferred.

• SHRM-Certified Professional (SHRM-CP) or SHRM-Senior Certified Professional (SHRM-SCP) designation from SHRM , or Professional Human Resources (PHR) from HRCI preferred.

Knowledge/Skills/Abilities

• Strong knowledge of compensation principles, practices, and market pricing methodologies.

• Advanced analytical and quantitative skills with the ability to interpret complex data and develop actionable recommendations.

• Strong consulting, communication, and presentation skills.

• Ability to effectively influence and build relationships with leaders at all levels of the organization.

• Knowledge of compensation-related laws and regulations.

• Advanced proficiency in Microsoft Excel, including modeling and data analysis.

• Experience with HRIS, compensation management systems and reporting tools.

• Strong project management and organizational skills.

• Ability to manage multiple priorities and meet deadlines in a fast paced environment.

Physical Requirements

Weight Demands

• Light Work - Exerting up to 20 pounds of force.

Physical Activity

• Occasionally Performed (1%-33%):

  • Balancing

  • Climbing

  • Carrying

  • Crawling

  • Crouching

  • Distinguish colors

  • Kneeling

  • Lifting

  • Pulling/Pushing

  • Reaching

  • Standing

  • Stooping/bending

  • Twisting

  • Walking

• Frequently Performed (34%-66%):

  • Hearing

  • Repetitive Motions

  • Seeing/Visual

  • Speaking/talking

• Constantly Performed (67%-100%):

  • Grasping

  • Keyboarding/typing

  • Sitting

Job Hazards

• Not Related:

  • Biological agents (primary air born and blood born viruses) (Jobs with Patient contact) (BBF)

  • Physical hazards (noise, temperature, lighting, wet floors, outdoors, sharps) (more than ordinary office environment)

  • Equipment/Machinery/Tools

  • Explosives (pressurized gas)

  • Electrical Shock/Static

  • Radiation Alpha, Beta and Gamma (particles such as X-ray, Cat Scan, Gamma Knife, etc.)

  • Radiation Non-Ionizing (Ultraviolet, visible light, infrared and microwaves that causes injuries to tissue or thermal or photochemical means)

• Rare (1-33%):

  • Chemical agents (Toxic, Corrosive, Flammable, Latex)

  • Mechanical moving parts/vibrations

About Methodist:

Nebraska Methodist Health System is made up of four hospitals in Nebraska and southwest Iowa, more than 30 clinic locations, a nursing and allied health college, and a medical supply distributorship and central laundry facility. From the day Methodist Hospital was chartered in 1891, service to our communities has been a top priority. Financial assistance, health education, outreach to our diverse communities and populations, and other community benefit activities have always been central to our mission.

Nebraska Methodist Health System is an Affirmative Action/Equal Opportunity Employer and does not discriminate on the basis of race, color, religion, sex, age, national origin, disability, veteran status, sexual orientation, gender identity, or any other classification protected by Federal, state or local law.