Mid Level Compensation Analyst Jobs
Mid level compensation analyst jobs call for professionals ready to own pay programs end to end, guide junior analysts, and deliver data-driven recommendations with minimal direction. Openings cover 85% remote or hybrid settings across Healthcare & Medical Services, Technology & Software, and Insurance, with employers like Optum, Flatiron Health, and Box hiring at this level now.
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Showing 5 of 20+ Mid Level Compensation Analyst jobs
City/State:
Eastchester, New YorkDepartment:
WPH Human Resources and Organizational DevelopmentWork Shift:
DayWork Days:
MON-FRIScheduled Hours:
DayHours Per Pay Period:
75Sign On Bonus:
nonePay Rate/Range:
$88,432.63-$124,648.94
Job Summary
The Senior Compensation and HR Analyst administers, analyzes, and maintains competitive healthcare compensation programs utilizing Workday and JDXpert. This role serves as the structural gatekeeper for the hospital's job architecture, market benchmarking, and salary administration workflows. The analyst provides data-driven total rewards solutions and ensures data integrity across JDXpert and Workday.
Essential Functions
- Understands and adheres to the WPH Performance Standards, Policies and Behaviors
- Conduct structural leveling, internal equity reviews, and FLSA exemption audits on new or modified profiles within JDXpert.
- Model, maintain, and administer structured wage scales and seniority and experience-based step-progression programs.
- Collaborate with HR Leads to ensure hiring ranges published in job postings comply with state/local pay disclosure laws.
- Interpret Collective Bargaining Agreements (CBAs) to align union scale progression with contract updates.
- Plays key role in planning for the annual merit review cycle.
- Manage non-union step matrices, ensuring compliance, tracking, and structural consistency between representation groups.
- Map job frameworks to healthcare-specific salary surveys (e.g., SullivanCotter, MGMA) to model the financial impact of salary range adjustments.
- Works in partnership with Montefiore to maintain our job catalog in JDXpert and Workday.
- Configure compensation packages, eligibility rules, grade profiles, and premium pay structures (shift differentials, charge pay, on-call pay).
- Monitor and audit data between JDXpert and Workday. Ensure seamless mapping between JDXpert "Parent/Child Jobs" and Workday "Job Profiles/Positions," resolving any errors.
- Lead regular structured internal equity audits to identify wage discrepancies.
- Build custom reports and dashboards in Workday to track compa-ratios, pay compression, and turnover trends. Performs all other related duties as assigned.
Qualifications
- Bachelor Degree Bachelor's degree in HR, Finance, Business, Healthcare Administration, or related field Required
- 4-6 years 3 to 5 years of professional compensation experience, with distinct exposure to a hospital network or healthcare environment Required and
- 1-3 years of direct, hands-on administrative configuration experience in Workday (Required) Required and
- 1-3 years experience in JDXpert (Preferred) Preferred and
- 1-3 years experience with Union and CBAs preferred Preferred
- Advanced Microsoft Excel capabilities (data modeling, logic formulas, pivot tables) (High proficiency)
- Experience with Microsoft Power BI preferred (Low proficiency)
- Strong understanding of clinical pay models, healthcare job structures, and premium pay variant (High proficiency)
- Understanding of federal and state and local pay equity and pay transparency mandates with proven ability to calculate and evaluate pay compression and internal equity issues (High proficiency) Proven capability to handle moderate-scale data shifts, managing mass data uploads, and utilizing Workday EIBs to implement pay adjustments without error (High proficiency)
White Plains Hospital Medical Center is an equal employment opportunity employer. White Plains Hospital Medical Center will recruit, hire, train, transfer, promote, layoff and discharge associates in all job classifications without regard to their race, color, religion, creed, national origin, alienage or citizenship status, age, gender, actual or presumed disability, history of disability, sexual orientation, gender identity, gender expression, genetic predisposition or carrier status, pregnancy, military status, marital status, or partnership status, or any other characteristic protected by law.
City/State:
Eastchester, New YorkDepartment:
WPH Human Resources and Organizational DevelopmentWork Shift:
DayWork Days:
MON-FRIScheduled Hours:
DayHours Per Pay Period:
75Sign On Bonus:
nonePay Rate/Range:
$88,432.63-$124,648.94
Job Summary
The Senior Compensation and HR Analyst administers, analyzes, and maintains competitive healthcare compensation programs utilizing Workday and JDXpert. This role serves as the structural gatekeeper for the hospital's job architecture, market benchmarking, and salary administration workflows. The analyst provides data-driven total rewards solutions and ensures data integrity across JDXpert and Workday.
Essential Functions
- Understands and adheres to the WPH Performance Standards, Policies and Behaviors
- Conduct structural leveling, internal equity reviews, and FLSA exemption audits on new or modified profiles within JDXpert.
- Model, maintain, and administer structured wage scales and seniority and experience-based step-progression programs.
- Collaborate with HR Leads to ensure hiring ranges published in job postings comply with state/local pay disclosure laws.
- Interpret Collective Bargaining Agreements (CBAs) to align union scale progression with contract updates.
- Plays key role in planning for the annual merit review cycle.
- Manage non-union step matrices, ensuring compliance, tracking, and structural consistency between representation groups.
- Map job frameworks to healthcare-specific salary surveys (e.g., SullivanCotter, MGMA) to model the financial impact of salary range adjustments.
- Works in partnership with Montefiore to maintain our job catalog in JDXpert and Workday.
- Configure compensation packages, eligibility rules, grade profiles, and premium pay structures (shift differentials, charge pay, on-call pay).
- Monitor and audit data between JDXpert and Workday. Ensure seamless mapping between JDXpert "Parent/Child Jobs" and Workday "Job Profiles/Positions," resolving any errors.
- Lead regular structured internal equity audits to identify wage discrepancies.
- Build custom reports and dashboards in Workday to track compa-ratios, pay compression, and turnover trends. Performs all other related duties as assigned.
Qualifications
- Bachelor Degree Bachelor's degree in HR, Finance, Business, Healthcare Administration, or related field Required
- 4-6 years 3 to 5 years of professional compensation experience, with distinct exposure to a hospital network or healthcare environment Required and
- 1-3 years of direct, hands-on administrative configuration experience in Workday (Required) Required and
- 1-3 years experience in JDXpert (Preferred) Preferred and
- 1-3 years experience with Union and CBAs preferred Preferred
- Advanced Microsoft Excel capabilities (data modeling, logic formulas, pivot tables) (High proficiency)
- Experience with Microsoft Power BI preferred (Low proficiency)
- Strong understanding of clinical pay models, healthcare job structures, and premium pay variant (High proficiency)
- Understanding of federal and state and local pay equity and pay transparency mandates with proven ability to calculate and evaluate pay compression and internal equity issues (High proficiency) Proven capability to handle moderate-scale data shifts, managing mass data uploads, and utilizing Workday EIBs to implement pay adjustments without error (High proficiency)
White Plains Hospital Medical Center is an equal employment opportunity employer. White Plains Hospital Medical Center will recruit, hire, train, transfer, promote, layoff and discharge associates in all job classifications without regard to their race, color, religion, creed, national origin, alienage or citizenship status, age, gender, actual or presumed disability, history of disability, sexual orientation, gender identity, gender expression, genetic predisposition or carrier status, pregnancy, military status, marital status, or partnership status, or any other characteristic protected by law.
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- Healthcare & Medical Services
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- Insurance
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Mid Level Compensation Analyst Jobs: Frequently Asked Questions
How do I get a mid level compensation analyst job?
Position your experience around ownership and impact, not just task completion. Highlight projects where you built or refined salary structures, ran market pricing analyses, or partnered directly with HR business partners. Demonstrate fluency with compensation tools and frameworks, and show that your recommendations influenced real decisions. Recruiters at this level want to see that you operate with minimal oversight, not just that you have years on your resume.
Which companies hire mid level compensation analysts?
Companies hiring mid level compensation analysts right now include Optum, Flatiron Health, and Box, based on current listings on Migrate Mate as of November 2026. Hiring at this level tends to come from mid-to-large organizations with dedicated total rewards or compensation functions, where structured pay programs and regular benchmarking create ongoing demand for analysts who can work independently.
Are there remote mid level compensation analyst jobs?
Yes, and remote availability at this level is meaningful. About 85% of mid level compensation analyst openings are remote or hybrid as of November 2026, reflecting how much of this work centers on data analysis, modeling, and cross-functional collaboration that translates well outside an office. Fully on-site roles still exist, particularly at companies with strong in-person HR cultures or regulated industries.
How do I move up to a mid level compensation analyst role?
The path from entry level to mid level is built on depth and demonstrated ownership over time. Early-career analysts who take on end-to-end projects, develop proficiency in job evaluation methodologies, and contribute to compensation cycles beyond data entry create the record that supports a mid level title. Earning a CCP credential, mastering a compensation benchmarking platform, and showing measurable impact on pay equity or budget outcomes accelerates that progression.
Which industries hire the most mid level compensation analysts?
Mid Level compensation analyst roles concentrate in Healthcare & Medical Services, Technology & Software, and Insurance, based on current listings on Migrate Mate as of November 2026. These sectors tend to have complex workforce structures, competitive talent markets, and dedicated total rewards teams that need analysts capable of owning benchmarking, job architecture, and pay equity work without heavy supervision.