Strategic Compensation Analyst II | Pay & Analytics

Option Care Health, Inc.; Bannockburn (IL); Remote; USD 79,000 - 132,000; Full time

Benefits offered by this job

Medical Insurance

Dental Insurance

Vision Insurance

Paid Time Off

401K with Company Match

HSA Company Match

Flexible Spending Accounts

Tuition Reimbursement

Family Support

Mental Health Services

Life Insurance

Award/Recognition Programs

Job summary

Option Care Health, Inc. is seeking a Compensation Analyst to develop and administer compensation programs aligned with strategic goals. You will co-lead large projects and support annual merit and bonus cycles, salary structure design, and data-driven decision-making across the organization.

The role requires collaboration with HR Business Partners and HR Technology to ensure data integrity and effective communications of compensation programs.

Qualifications

• Bachelor’s degree in Business Administration, Finance, HR, or Economics.
• Minimum 1 year of compensation analyst experience.
• Knowledge of confidentiality and data handling in HR.
• Understanding of job evaluation techniques, salary surveys, and salary structures.
• Proficient in Microsoft Office; experience with HRIS and data analysis.

Responsibilities

• Develop and administer broad-based compensation programs and policies.
• Lead analytics, testing, and administration of merit and bonus cycles.
• Maintain compensation market data and participate in salary surveys.
• Consult HR Business Partners and leadership on compensation matters.
• Partner with HR Technology to ensure data integrity in HRIS.
• Assist in communication materials for compensation programs.

Skills

HRIS

Microsoft Office

Education

Bachelor’s degree in Business Administration, Finance, HR, or Economics

Tools

Microsoft Excel

Pivot tables

Job description

Option Care Health, Inc. is seeking a Compensation Analyst to develop and administer compensation programs aligned with strategic goals. You will co-lead large projects and support annual merit and bonus cycles, salary structure design, and data-driven decision-making across the organization.

The role requires collaboration with HR Business Partners and HR Technology to ensure data integrity and effective communications of compensation programs.