The posting
The Compensation and HR Analytics Specialist is responsible for administering compensation, Human Capital Management (HCM), and analytics functions related to the Human Resources department. This role serves as the primary operational resource for compensation administration, compensation inquiries, market analyses, compensation audits, job evaluations, and workforce reporting activities. Through established practices and procedures, the Specialist evaluates compensation data, conducts market pricing analyses, administers compensation programs, and provides recommendations to leaders in alignment with the Company's compensation philosophy.
This role is also responsible for maintaining, validating, distributing, and optimizing HR analytics reports and dashboards, ensuring leadership teams have accurate and actionable workforce data to support strategic decision-making. The Compensation and HR Analytics Specialist partners closely with HRIS, Talent Acquisition, Learning & Development (L&D), and department leaders to ensure compensation processes, data integrity, reporting accuracy, and workforce analytics are maintained effectively across the organization.
- Independently handles routine compensation-related inquiries from Team Members, leaders, and Human Resources partners, escalating complex, high-risk, or precedent-setting matters to manager as appropriate.
- Conducts internal and external compensation analysis to evaluate market competitiveness and alignment with the Company's compensation philosophy.
- Administers compensation-related processes, including market pricing, wage reviews, compensation recommendations, job evaluations, and compensation documentation.
- Maintains compliance with compensation strategies and philosophies by conducting regular audits of job descriptions, wage structures, skill and knowledge programs, Human Resources Information System (HRIS) data, and related compensation programs.
- Reviews compensation transactions and records for accuracy, consistency, compliance, and adherence to approved compensation practices.
- Tracks, documents, and maintains records of compensation recommendations, approvals, and changes.
- Monitors compliance with the Fair Labor Standards Act (FLSA) and administers job evaluation processes to support accurate and consistent classifications.
- Provides compensation guidance and wage recommendations to managers and department leaders in accordance with established compensation philosophy and practices.
- Partners with Talent Acquisition and hiring managers regarding compensation recommendations, internal transfers, promotions, organizational changes, and hiring practices.
- Reviews and provides recommendations regarding job descriptions to ensure accuracy and alignment with compensation practices.
- Supports annual compensation programs such as Annual Performance Reviews (APRs).
- Maintains, optimizes, and distributes regular and ad hoc HR analytics reports and dashboards (e.g., turnover, overtime, time-to-hire, FTE utilization, Team Member annual survey results, labor metrics, training analytics, uniform inventory data, and workforce planning metrics).
- Maintains ownership of recurring dashboard refreshes, data validation, publication schedules, and distribution processes to ensure leadership receives current workforce information.
- Analyzes workforce and compensation data to identify trends, opportunities, and potential concerns, and provides actionable recommendations to leadership.
- Creates visualizations and reporting tools that translate complex data into understandable and actionable insights.
- Collaborates with the HRIS team to ensure data integrity, reporting accuracy, process efficiency, system testing, reporting validation, and implementation of reporting enhancements.
- Assists with HRIS functions and reporting initiatives as needed.
- Partners with L&D to coordinate compensation-related training and educational initiatives.
- Provides assistance to the HR team during peak periods, special projects, events, initiatives, and organizational changes.
- Maintains relevant knowledge of compensation, workforce analytics, labor market trends, HR technology, and industry practices through continuing education and training.
- Maintains a clean and organized workspace.
- Performs other tasks as assigned by the Compensation and HR Analytics Manager, HRIS Manager, Director of Human Resources, or Vice President of Human Resources.
- Must be 21 years or older.
- Bachelor's Degree in Human Resources, Business Administration, Finance, Economics, Statistics, Data Analytics, or related field preferred.
- Gaming industry experience preferred.
- Two (2) years of experience in compensation, HR analytics, workforce analytics, business analytics, finance, Human Resources, or related analytical field required.
- Advanced pPower Query, lookup functions, conditional formulas, reporting, and data validation techniques.
- Experience with Human Resources Information Systems (e.g., ADP) required.
- Experience utilizing business intelligence or data visualization tools (e.g., Power BI, Tableau) preferred.
- Experience utilizing compensation tools (e.g., Payscale Ascent, CompAnalyst Enterprise MAX) preferred.
- Ability to leverage emerging technologies, automation, and AI-enabled solutions to enhance compensation administration, workforce analytics, reporting, and process efficiency.
- Ability to evaluate, validate, and responsibly apply AI-generated outputs while maintaining data accuracy, confidentiality, compliance, and sound business judgement.
- Strong understanding of compensation principles, salary structures, job evaluations, market pricing methodologies, and compensation administration practices preferred; basic understanding required.
- Familiarity with compensation survey participation and market benchmarking required.
- Ability to independently collect, organize, analyze, validate, and present data both descriptively and prescriptively.
- Strong attention to detail and commitment to data accuracy.
- Strong analytical, critical-thinking, and problem-solving skills.
- Ability to handle sensitive and confidential information with discretion.
- Strong organizational, planning, project management, and prioritization skills.
- Proficient computer skills, including Microsoft Office Suite.
- Ability to handle multiple projects and competing priorities simultaneously.
Is this position responsible for selling, serving, or distributing alcoholic beverages or do they have comp authority? No
Gaming License Required? Yes, process facilitated by the Company
Other Certifications? PHR, SHRM-CP, CCP, or related certifications preferred
