Senior Compensation Analyst

Tyvan LLC; United States; On-site; USD 110,000 - 150,000; Full time

Benefits offered by this job

Medical, Dental, Vision plans

401K with company match

Employee Assistance Program

PTO, Paid holidays

Employee Stock Purchase Program

Company paid STD/LTD/Life Insurance

Job summary

Nutex Health is seeking a Senior Compensation Analyst to administer and enhance compensation programs across the enterprise, including corporate offices, micro-hospitals, and IPAs in 13 states.

You will collaborate with HR and management to analyze, recommend, implement, and refine compensation practices that align with organizational philosophy and drive equity and compliance.

Qualifications

• Bachelor’s degree in HR, Business, Finance, Accounting, or related field required.
• Minimum of five years of progressive compensation experience.
• Experience with job evaluation, market pricing, salary surveys, and compensation administration.

Responsibilities

• Maintain and govern job architecture, including job families and levels.
• Perform market pricing and internal equity reviews across functions/geographies.
• Analyze base pay, bonuses, and shifts to support hiring, promotions, transfers, and other pay actions.

Skills

Compensation knowledge

Data analysis

Communication

Confidentiality

Cross-functional partnering

Policy governance

Education

Bachelor’s degree in HR/Business/Finance/Accounting

Certified Compensation Professional (CCP)

Tools

Workday

HRIS

Reporting tools

Job description

Senior Compensation Analyst This Senior Compensation Analyst is responsible for administering and enhancing compensation programs and processes for Nutex Health employees across the enterprise, including the corporate office, micro-hospitals, and IPAs across 13 states. The role serves as a key liaison to Human Resources and management to analyze, recommend, implement, and refine compensation practices, policies, and programs that support business needs and align with organizational philosophy. The Senior Compensation Analyst provides both strategic and hands‑on support in areas such as job evaluation, market pricing, salary structures, annual compensation cycles, pay equity, job architecture, and pay transparency, helping ensure compensation programs are competitive, internally equitable, compliant, and scalable across a complex organization.

RESPONSIBILITIES

Job Architecture and Job Evaluation Reviews, monitors, and approves job descriptions in partnership with HR and Recruiting and business stakeholders to ensure job descriptions are accurate, current, and appropriately reflect role scope, responsibilities, and required qualifications. Supports the development, maintenance, and governance of job architecture, including job families, levels, titling conventions, and role alignment across the organization. Performs job evaluation activities for new and existing roles using established methodologies and market-based practices. Determines appropriate job level, salary grade, and FLSA exemption status, where applicable, for new and revised positions.

Market Pricing and Salary Surveys Performs market pricing and internal equity reviews for positions across multiple functions and geographies. Evaluates survey matches and market data quality to support accurate and reliable compensation analysis. Monitors compensation market trends, pay movement, and emerging practices across key labor markets.

Compensation Analysis and Administration Analyzes compensation data including base pay, spot bonuses and shift differentials to support hiring, promotions, transfers, retentions, and other pay actions for full‑time, part‑time, and PRN employees. Works with HR Generalists and business leaders to evaluate salaries for new hire offers, promotions, transfers, retentions, and other ad hoc adjustments as requested. Assists with the preparation, implementation, and maintenance of salary structures, ranges, and compensation guidelines. Provides data-driven recommendations that balance market competitiveness, internal equity, business needs, and compensation philosophy.

Annual Compensation Programs Assists in the planning, preparation, and administration of the annual merit process. Supports development of merit planning tools, guidelines, reports, and communications. Answers questions and provides guidance to HR team and managers on organizational philosophy, pay‑for‑performance, salary positioning, and system‑related issues. Assists in the administration of the annual incentives (cash bonus and stock), including data validation, and reporting activities as needed. Conducts audits and analysis during and after annual compensation cycles to ensure accuracy, consistency, and adherence to guidelines.

Pay Equity, Pay Transparency, and Compliance Supports pay equity analyses to identify trends, risks, and opportunities for improvement across employee populations and geographies. Assists in evaluating compensation outcomes to promote fair and consistent pay practices. Supports pay transparency readiness and compliance activities, including analysis, documentation, and response preparation as requirements evolve across jurisdictions.

QUALIFICATIONS

Bachelor’s degree in Human Resources, Business, Finance, Accounting, or related field required. Minimum of five years of progressive compensation experience required, including experience in job evaluation, market pricing, salary surveys, and compensation administration. Experience participating in annual merit and incentive processes required. Experience with compensation databases, HR systems, and reporting tools required. Experience supporting compensation programs in multi‑state healthcare organization preferred. Experience in pay equity analysis, job architecture, and pay transparency initiatives preferred. Certified Compensation Professional (CCP) designation preferred.

KNOWLEDGE, SKILLS & ABILITIES

Strong knowledge of compensation principles and practices, including market pricing, job evaluation, salary structures, pay administration, and annual compensation planning. Working knowledge of job architecture concepts, including job families, leveling, titling, and governance practices. Knowledge of pay equity and pay transparency concepts, practices, and emerging regulatory requirements. Strong Microsoft Office Suite skills, with advanced proficiency in Excel required. Strong data analysis, interpretation, and problem‑solving skills, including the ability to work with large datasets and translate findings into practical recommendations. Ability to communicate effectively with employees and leaders at all levels of the organization and across diverse geographies. Ability to exercise sound judgment and maintain confidentiality when handling sensitive compensation information. Strong attention to detail, organizational skills, and ability to manage multiple priorities in a fast‑paced environment. Ability to build effective partnerships with HR, management, and cross‑functional stakeholders. Ability to balance strategic thinking with hands‑on execution and process administration. Experience working with HRIS, compensation systems, and reporting tools; ability to learn and adapt to evolving systems and processes. Workday experience is a plus.

COMPENSATION & BENEFITS

• Competitive salary commensurate with experience
• Medical, Dental, Vision plans.
• Zero-premium plans available for employee‑only HSA, FSA, and Dependent Care Account
• 401K with company match
• Employee Assistance Program
• Voluntary plans such as Critical Illness and Life
• Employee Stock Purchase Program
• Company paid STD, LTD, Life Insurance
• PTO, Paid holidays

Banner Nutex Health is the premier innovative service provider in the emergency care industry. Our specialists provide unparalleled expertise with the knowledge and competency to make your vision a reality. You can trust Nutex Health to deliver a turnkey process from real estate acquisition, design, and development of the ER facility to staffing, training, and operations.

Nutex Health is committed to providing equal employment opportunity and all qualified applicants will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, genetic information, national origin, age, disability, status as a protected veteran, or membership in any other class protected by federal, state, or local law.