Mid Level Sales Compensation Analyst Jobs
Mid level sales compensation analyst jobs go to professionals ready to own compensation modeling projects end to end, build plan designs with limited oversight, and guide junior analysts through complex incentive structures. Roles cover on-site, remote, and hybrid settings across Healthcare & Medical Services, Technology & Software, and Consulting & Professional Services, with employers like Optum, Flatiron Health, and Box hiring at this level now.
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Showing 5 of 20+ Mid Level Sales 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.
See All 20 Mid Level Sales Compensation Analyst Jobs
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- Healthcare & Medical Services
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- Consulting & Professional Services
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Mid Level Sales Compensation Analyst Jobs: Frequently Asked Questions
How do I get a mid level sales compensation analyst job?
Position yourself around ownership, not just execution. Highlight compensation plans you designed or overhauled, quota-setting work you led, and cross-functional projects you drove with sales ops or finance. Tailor your resume to show measurable outcomes, such as plan adoption rates or error reduction in commission calculations. Demonstrating that you operate with limited oversight is what separates mid level candidates from senior analysts reviewing your application.
Which companies hire mid level sales compensation analysts?
Companies hiring mid level sales compensation analysts right now include Optum, Flatiron Health, and Box, based on current listings on Migrate Mate as of November 2026. Mid-size technology firms, financial services companies, and large enterprise sales organizations tend to hire most actively at this level, where compensation programs are complex enough to require dedicated analyst ownership.
Are there remote mid level sales compensation analyst jobs?
Yes, and the share is meaningful. About 86% of mid level sales compensation analyst openings are remote or hybrid as of November 2026, reflecting how much of this work relies on spreadsheet modeling, CRM data pulls, and cross-functional collaboration that translates well to distributed settings. On-site roles still exist, particularly at companies with large field sales teams that prefer analysts embedded with the business.
How do I move up to a mid level sales compensation analyst role?
The path from entry level to mid level in sales compensation runs through demonstrated ownership. Early on, focus on mastering plan mechanics, quota modeling, and commission calculation accuracy. Over time, take on full plan cycles independently, document your methodology, and volunteer for cross-functional projects with sales ops or finance. Analysts who reach mid level have typically owned at least one full plan design from design through payout audit, with measurable results they can speak to clearly.
Which industries hire the most mid level sales compensation analysts?
Mid Level sales compensation analyst roles concentrate in Healthcare & Medical Services, Technology & Software, and Consulting & Professional Services, based on current listings on Migrate Mate as of November 2026. These sectors tend to run large, variable-pay sales forces with tiered incentive structures, which creates ongoing demand for analysts who can manage plan complexity, support sales leadership decisions, and ensure accurate, timely payouts at scale.