Occupational Summary:

Provide quantitative analysis and consultation to operating units on work design, organizational design, classification of positions, and contemporary compensation and reward practices, including alternative recommendations for consideration. Serve as an expert resource for senior operational leaders and other HR/Compensation staff. Assist with the conceptualization, development, implementation and evaluation of contemporary job design and compensation and reward programs.

Work Performed:

Act as a strategic partner to Duke University and Duke Health in managing the needs assessment, design and implementation of customer solutions related to compensation and reward services.

Work with entity senior leadership to examine root problems and develop recommendations to address key issues that have great impact across the entity.

Lead large, cross-entity client projects. This will include ownership of projects from start to finish as well as ensuring accuracy and consistency for all components of the project (timeline, data analytics, recommendations). Develop milestones and communication within Compensation and externally to the client to ensure alignment of expectations. Ensure materials are final and presentable to the client and meet established deadlines.

Based on HR and organizational design principles, perform complex analysis, develop alternative recommendations and formulate implementation strategies for contemporary job design and compensation and reward programs that support the recruitment and retention of high quality staff.

Serve as a mentor to other HR/Compensation staff, providing coaching and guidance. Research and evaluate professional trends and issues within both HR and compensation specifically, and educate other staff. Assist with orientation of new staff members.

Advise and coordinate with management and staff personnel in the proper classification of positions, interpretation of job classifications and the application of compensation and reward policies and procedures.

Assist in developing job evaluation and design plans by performing research into occupational characteristics and preparing and analyzing statistical data that reflect internal and external market considerations. Conduct job audits, where applicable.

Prepare job descriptions, recommend corresponding compensation levels and salary ranges and communicate recommendations in a concise, customer-focused format.

Complete compensation surveys of companies, hospitals and universities; provide analysis and preliminary recommendations relative to job evaluation, design, classifications and market trends.

Audit pay practices to ensure compliance with federal and state legislation applicable to wage and hour laws and regulations and internal pay policies; thoroughly document findings and recommend appropriate solutions for compliance.

Assist in the design of management information systems that provide hiring managers and supervisors with requisite information regarding salary administration, including salary equity reports, ongoing market comparative data, internal equity analysis, etc.

Perform other related duties incidental to the work described herein.

Minimum Qualifications

Education: Work requires a Bachelor's degree (Human Resources or related field preferred).

Experience: A minimum of 3 years of experience in the design and implementation of contemporary compensation practices. Experience in a health care, academic and/or research/technical setting strongly preferred

Skills:

• Advanced skill proficiency with Excel and a penchant for detail in both quantitative and qualitative dimensions
• Well-developed compensation skills as evidenced by an advanced degree (e.g. MBA) and/or appropriate professional certifications - PHR/SPHR, SHRM CP/SCP, CCP
• Demonstrated ability to analyze large amounts of information, discern patterns, compare results to legislation, past practice, compliance with policy, internal equity and make appropriate recommendations
• Demonstrated experience in building successful relationships with customers at all levels of an organization, including senior level/leadership staff, and serving as a strategic partner.
• Demonstrated ability to perform service needs analysis and quantitative analysis, and design and assist/support implementation of effective solutions.
• Demonstrated leadership qualities, including effectiveness in providing guidance to colleagues and assisting in their development.

Keywords: Comp Analyst; Compensation; HR; HRBP; Human Resources

Duke is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.

Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas—an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.

Essential Physical Job Functions: Certain jobs at Duke University and Duke University Health System may include essentialjob functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.