[Hiring] Senior Compensation Analyst @Ivy Rehab

Role Description

At Ivy Health, we're "All About the People"! As a Senior Compensation Analyst, you will play a crucial role in our mission to help enable people to live their lives to the fullest.

The Senior Compensation Analyst is a key member of the People Team at Ivy, reporting directly to the Senior Director, Total Rewards. The Senior Compensation Analyst will be responsible for guiding and evolving the organization’s compensation practices, influencing our total rewards strategy, ensuring visibility into emerging market trends and benchmarks, participating on our Job Governance Committee, and developing career pathways and talent frameworks. Our total rewards program is focused on creating and sustaining a compelling teammate experience that differentiates Ivy while maintaining scalability, growth, and fiscal performance.

This role will lead state and local pay transparency compliance, support our compensation framework within Workday HRIS, manage annual merit and bonus incentive cycles, and perform complex market pricing analyses to support strategic business needs. A successful candidate has extensive compensation experience, strong analytical acumen, and a proven track record of partnering across HR and business leadership for both recurring and ad hoc compensation-related projects and requests.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or equivalent related working experience.
• A minimum of five years of progressive HR experience specifically focused on Compensation and Total Rewards programs.
• Demonstrated proficiency with HRIS compensation module configuration, salary structures, and reporting (Workday experience preferred).
• Advanced proficiency in data modeling, statistical analysis, and survey benchmarking.
• Certified Compensation Professional (CCP) or SHRM certification is preferred.
• Must be eligible to work in the U.S. Ability to travel up to 10%.

Requirements

• Lead, manage, and maintain compliance with all federal, state, and local pay transparency laws and reporting requirements.
• Manage and maintain the compensation framework architecture, structures, grade profiles, pay ranges, and job catalogs within Workday in collaboration with HRIS.
• Support and evaluate new job role pricing requests.
• Serve as the primary compensation liaison for HR Business Partners (HRBPs), Talent Acquisition, and business leadership.
• Lead and execute the end-to-end annual merit increase cycle.
• Manage all company bonus incentive plan documents.
• Participate in the Job Governance Committee by evaluating job descriptions and benchmarking roles.
• Develop and interpret reports to provide budget and fiscal analysis and recommendations related to compensation and incentive programs.
• Provide mentoring and subject matter guidance to People Team colleagues.

Benefits

• Full benefits package starting within your first month of employment.
• Generous PTO and paid holidays.
• Work in an environment that prioritizes teamwork, continuous growth, and serving others.

Measures of Success

• Within 3 Months: Get fully up to speed on Ivy’s compensation philosophy, audit existing Workday compensation architecture, and manage initial job classification/pricing and market pricing data requests.
• Within 6 Months: Successfully participate in annual compensation market surveys, audit state/local pay transparency compliance practices, and establish robust working relationships with HRBPs and Talent Acquisition.
• Within 12 Months: Administer the annual merit cycle and bonus distribution process, optimize Workday compensation workflows, identify and implement improvements to compensation programs based on data analysis and feedback, and contribute to Ivy’s Total Rewards and People Talent strategy roadmap.