Senior HR Analyst (ClassiSenior HR Analyst (Classification and Compensation Specialist Level 2)fication and Compensation Specialist Level 2)
About NYC Health + Hospitals
Empower Every New Yorker — Without Exception — to Live the Healthiest Life Possible
NYC Health + Hospitals is the largest public health care system in the United States. We provide essential outpatient, inpatient and home-based services to more than one million New Yorkers every year across the city’s five boroughs. Our large health system consists of ambulatory centers, acute care centers, post-acute care/long-term care, rehabilitation programs, Home Care, and Correctional Health Services. Our diverse workforce is uniquely focused on empowering New Yorkers, without exception, to live the healthiest life possible.
At NYC Health + Hospitals, our mission is to deliver high quality care health services, without exception. Every employee takes a person-centered approach that exemplifies the ICARE values (Integrity, Compassion, Accountability, Respect, and Excellence) through empathic communication and partnerships between all persons.
Under the direction of the Director of Classification and Compensation, is responsible for conducting job architecture research, job analysis studies, market research, competency modeling, compensation impact analyses and quality reviews required to create, consolidate, and/or standardize job functions and position descriptions across the health care system; provides support and guidance to HR colleagues in other departments and health care settings, as appropriate. Provide facility support in establishing “good faith” salary ranges mandated by NYC Law requiring the posting of salary ranges that are indicative of payment for a successful candidate.
Areas of Responsibility:
- System-wide job and salary architecture
- Preparing job descriptions and determining qualification requirements
- Maintenance of the internal Human Resources Portal
- Internal and external compensation benchmarking studies
- Compliance with NYS Education and Health Departments, and other relevant bodies (e.g., The Centers for Medicare & Medicaid Services, Joint Commission)
Summary of Duties and Responsibilities:
- Participates in the analysis of the current title structure to identify opportunities for standardization of job functions, families and titles with appropriate job leveling/job title glossary (e.g., Plan of Titles).
- Conducts job analyses, focus groups and researches industry best practices to identify and develop job architecture framework and validate tasks and standards for new, revised and/or consolidated titles.
- Develops and/or revises job-specific position descriptions to ensure alignment with system-wide functions, patient experience focus and strategic goals and initiatives, industry standards, regulatory requirements and related mandates.
- Writes, edits and proofreads draft position descriptions, making useful recommendations and raising potential issues with work tasks, requirements or structure of descriptions. Ensures appropriate reviews are conducted by subject matter experts, senior staff and HR leadership in preparation of position description establishment.
- Conducts title compensation analysis to ensure staff are properly paid within established salary ranges and participates in benchmarking efforts to recommend fair pay levels, where applicable. Assists in the review and analysis of specific compensation issues relating to individuals or groups of employees subject to collective bargaining agreements.
- Prepares market and/or cost analyses required to support pay equity recommendations to resolve pay gaps for individual employees and/or job families.
- Performs ad-hoc and routine workforce analyses and analytics, in support of compensation structure, succession planning, organizational design, and other strategic HR-related projects. Requests and conducts PeopleSoft queries, and prepares pivot tables and other summary reports, status updates and outcome reports, as requested.
- Ensures consistent application and interpretation of, and compliance with all Health + Hospitals personnel policies and with applicable federal, state and city rules and regulations. Conducts research and analysis related to new and/or proposed legislation, industry standards, scope of practice guidelines and other HR-related issues and advises management on anticipated updates, changes and implications relating to current staff, job descriptions and/or title structure.
- Prepares technical documentation, reports, and communications related to classification, compensation, or related matters for system-wide distribution.
- Works on Human Resources Special Projects.
- Performs other related duties, as assigned.
1. A Baccalaureate Degree in Management, Business Administration, Psychology, Economics or related field with emphasis in Personnel Administration, Employee Relations, Manpower Economics; and,
2. Comprehensive knowledge of position classification principles and various occupational groupings and levels in both the private and public sector, and of wage and salary administration and organizational principles.
3. Five years of experience in personnel administration, employee relations, management or public administration, with at least three years of progressively responsible experience in position classification, wage and salary administration and organizational analysis in a large public or private organization; or,
Master Degree in Management, Business Administration, Psychology, Economics or related field with emphasis in Personnel Administration, Employee Relations, Manpower Economics; and,
1 year of experience in personnel administration, employee relations, management or public administration, with at least three years of progressively responsible experience in position classification, wage and salary administration and organizational analysis in a large public or private organization;
4. An equivalent combination of training and experience sufficient to indicate ability to perform satisfactorily.
Preference will be given to candidates with a Master’s degree; a valid, professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR or SPHR); related HR experience in title development, position management, compensation analysis, personnel selection testing, and/or personnel management; knowledge of HR theory and principles relating to personnel program performance and evaluations review and audit, position management, organizational planning and compensation; and experience working with Microsoft Office (e.g., Word, Advanced Excel, PowerPoint, Outlook), PeopleSoft, and related HR applications and databases.