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Compensation Data Analytics Jobs in Nebraska (NOW HIRING)

Osaic

Senior Compensation Analyst

La Vista, NE · Hybrid

$100K - $125K/yr

This role will play a critical part in stabilizing and modernizing compensation practices, with an immediate focus on data integrity, job architecture refinement, and scalable analytics. Operating in ...

Osaic

Senior Compensation Analyst

La Vista, NE · Hybrid

$100K - $125K/yr

This role will play a critical part in stabilizing and modernizing compensation practices, with an immediate focus on data integrity, job architecture refinement, and scalable analytics. Operating in ...

Flagstar Bank

Data Scientist Sr

Atlanta, NE · On-site

Independently perform data analytics (ranging from data analysis, regression to machine learning ... Total compensation may also include variable incentives, bonuses, commissions, or other awards as ...

Flagstar Bank

Data Scientist Sr

Atlanta, NE · On-site

Independently perform data analytics (ranging from data analysis, regression to machine learning ... Total compensation may also include variable incentives, bonuses, commissions, or other awards as ...

Leidos

Data Scientist

Omaha, NE

$107K - $195K/yr

Join Leidos as a Data Scientist and Help Drive Cutting-Edge Analytics Leidos is seeking a forward ... compensation or salary. Additional factors considered in extending an offer include (but are not ...

Leidos

Data Scientist

Omaha, NE · On-site

$107K - $195K/yr

Join Leidos as a Data Scientist and Help Drive Cutting-Edge Analytics Leidos is seeking a forward ... compensation or salary. Additional factors considered in extending an offer include (but are not ...

Amentum

Data Scientist - Expert

Omaha, NE · On-site

Perform advanced data analytics, data mining, and statistical analysis to uncover actionable ... Employees can enroll in our company's 401k plan, and, if eligible, a deferred compensation plan and ...

Pae

Data Scientist - Expert

Omaha, NE · On-site

Perform advanced data analytics, data mining, and statistical analysis to uncover actionable ... Employees can enroll in our company's 401k plan, and, if eligible, a deferred compensation plan and ...

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Compensation Data Analytics information

What is compensation data analytics?

Compensation data analytics is the process of collecting, analyzing, and interpreting data related to employee compensation, such as salaries, bonuses, and benefits. This field helps organizations make informed decisions about pay structures, ensure competitive and equitable compensation, and comply with legal requirements. By leveraging data analytics, companies can identify trends, address pay disparities, and optimize their compensation strategies to attract and retain top talent.

What are the key skills and qualifications needed to thrive as a Compensation Data Analytics professional, and why are they important?

To thrive as a Compensation Data Analytics professional, you need strong analytical skills, a solid understanding of compensation structures, and a degree in fields like HR, finance, or statistics. Familiarity with HR information systems (HRIS), data visualization tools like Tableau or Power BI, and proficiency in Excel or statistical software such as R or Python are commonly required. Attention to detail, problem-solving abilities, and effective communication skills help you translate complex data into actionable insights for stakeholders. These skills ensure accurate, data-driven compensation strategies that support organizational goals and fair employee practices.

What is the difference between Compensation Data Analytics vs Compensation Analyst?

AspectCompensation Data AnalyticsCompensation Analyst
CredentialsDegree in HR, Business, or Data Analytics; often certifications in data analysisDegree in HR, Business, or related field; HR certifications common
Work EnvironmentData-focused, analytical tasks, often in HR or compensation departmentsHR teams, compensation planning, employee benefits
Industry UsageUsed across industries for data-driven compensation strategiesPrimarily in HR and compensation departments within various industries
Search & Comparison IntentFocus on data analysis skills and tools for compensation dataFocus on salary structures, benefits, and employee compensation policies

Compensation Data Analytics involves analyzing large datasets to inform compensation strategies, requiring strong data skills. Compensation Analysts focus on designing and managing salary structures and benefits. Both roles collaborate but differ mainly in their focus—data analysis versus policy implementation.

What is the highest paying job in data analytics?

In data analytics, senior roles such as Data Analytics Director, Chief Data Officer, or Lead Data Scientist tend to have the highest salaries, often exceeding six figures annually. These positions typically require advanced skills in statistical analysis, machine learning, and experience with tools like SQL, Python, or R, along with leadership responsibilities.

What jobs pay 200,000 a year in the USA?

In compensation data analytics, senior roles such as Compensation Managers, Compensation Directors, and Compensation Vice Presidents often earn $200,000 or more annually, especially with extensive experience and certifications like CCP or CBP. High-level data analysts and consultants in compensation may also reach this salary level, particularly in large organizations or consulting firms. These roles typically require advanced analytical skills, knowledge of compensation structures, and proficiency with data tools like Excel, SQL, or Tableau.

What jobs pay 500,000 a year?

In compensation data analytics, senior roles such as Chief Compensation Officer or compensation consultants with extensive experience and specialized skills can earn $500,000 or more annually. These positions often require advanced degrees, certifications, and a deep understanding of compensation strategies, market trends, and data analysis tools. High-level executive roles across various industries may also reach or exceed this salary level.

How does a Compensation Data Analytics professional typically collaborate with HR and business leaders to inform pay decisions?

Compensation Data Analytics professionals work closely with HR teams and business leaders by providing data-driven insights that guide salary structures, incentive plans, and pay equity initiatives. They interpret data from salary surveys, internal pay records, and market trends, translating complex analyses into actionable recommendations. Regular meetings and presentations are common, ensuring that stakeholders understand compensation trends and can make informed decisions that support organizational goals. Effective communication and collaboration are key, as these professionals often bridge the gap between technical analytics and strategic HR planning.

Is AI replacing data analysts?

AI is transforming the role of compensation data analysts by automating routine data processing and analysis tasks, allowing analysts to focus on strategic insights and decision-making. While AI tools can enhance efficiency, human expertise remains essential for interpreting complex data, ensuring data quality, and applying context-specific judgment. The role continues to evolve with skills in data visualization, statistical analysis, and AI tool proficiency becoming increasingly valuable.
What are popular job titles related to Compensation Data Analytics jobs in Nebraska? For Compensation Data Analytics jobs in Nebraska, the most frequently searched job titles are:
What job categories do people searching Compensation Data Analytics jobs in Nebraska look for? The top searched job categories for Compensation Data Analytics jobs in Nebraska are:
What cities in Nebraska are hiring for Compensation Data Analytics jobs? Cities in Nebraska with the most Compensation Data Analytics job openings:
Compensation Data Analytics jobs near you
Senior Compensation Analyst

Senior Compensation Analyst

Methodist Health System

Omaha, NE • On-site

$79K - $103K/yr

Full-time

Posted 22 days ago

Job description

Why work for Nebraska Methodist Health System?
At Nebraska Methodist Health System, we focus on providing exceptional care to the communities we serve and people we employ. We call it The Meaning of Care - a culture that has and will continue to set us apart. It's helping families grow by making each delivery special, conveying a difficult diagnosis with a compassionate touch, going above and beyond for a patient's needs, or giving a high five when a patient beats a disease or conquers a personal health challenge. We offer competitive pay, excellent benefits and a great work environment where all employees are valued! Most importantly, our employees are part of a team that makes a real difference in the communities we live and work in.
Job Summary:
Location: Methodist Corporate Office
Address: 825 S 169th St. - Omaha, NE
This position is based onsite and is not eligible for remote work.
Work Schedule: Monday - Friday, 40 hours per week.
The Senior Compensation Analyst is responsible for the design, analysis, administration, and continuous improvement of compensation programs that support the organization's talent and business objectives. This role serves as a strategic consultant to HR partners and business leaders, providing expert guidance on compensation matters including market pricing, job evaluation, salary administration, pay equity, and regulatory compliance. The Senior Compensation Analyst conducts complex analyses, develops recommendations, and helps ensure compensation programs are competitive, equitable, and aligned with organizational goals.
Responsibilities:
Essential Job Functions
1. Compensation Analysis and Administration
  • Conduct comprehensive market pricing and benchmarking analyses using salary surveys and other compensation data sources.
  • Evaluate jobs and determine appropriate market alignment, pay grades, and salary structures.
  • Analyze internal and external compensation trends and provide recommendations to maintain market competitiveness.
  • Support the administration of annual compensation programs, including merit increases, market adjustments, promotions, and incentive plans.
  • Prepare compensation models, costing analyses, and financial impact assessments for compensation-related initiatives.
  • Monitor pay practices to ensure internal equity and alignment with compensation philosophy.
  • Maintain compensation data integrity within HRIS and compensation management systems.

2. Consultation and Business Partnership
  • Serve as a trusted compensation consultant to HR Business Partners, managers, and senior leaders.
  • Provide guidance and recommendations on compensation decisions, including hiring offers, promotions, transfers, retention strategies, and organizational restructures.
  • Partner with leaders to identify compensation-related challenges and develop practical, data-driven solutions.
  • Educate leaders and HR partners on compensation philosophy, policies, practices, and market trends.
  • Participate in workforce planning discussions and provide compensation insights to support talent attraction and retention strategies.
  • Assist leadership in understanding compensation analytics and the impact of compensation decisions on organizational outcomes.

3. Program Development and Strategic Initiatives
  • Support the design, implementation, and enhancement of compensation programs, salary structures, and job architecture frameworks.
  • Participate in compensation modernization, market competitiveness, and pay equity initiatives.
  • Recommend process improvements that increase efficiency, consistency, and transparency of compensation programs.
  • Assist in the development and maintenance of compensation policies, guidelines, and procedures.
  • Lead or participate in compensation-related projects and cross-functional initiatives.

4. Compliance and Governance
  • Ensure compliance with federal, state, and local compensation regulations, including Fair Labor Standards Act (FLSA), Equal Pay laws, and other applicable requirements.
  • Conduct audits and analyses to identify and address compensation risks and inconsistencies.
  • Support documentation and reporting requirements related to compensation programs and regulatory compliance.

5. Reporting and Analytics
  • Develop and deliver compensation reports, dashboards, and presentations for HR and organizational leadership.
  • Analyze compensation metrics and workforce trends to support strategic decision-making.
  • Prepare executive-level summaries and recommendations based on compensation data and market intelligence.
  • Utilize advanced analytical techniques to identify trends, opportunities, and risks within compensation programs.

Schedule:
Monday - Friday, 40 hours per week.
Job Description:
Job Requirements
Education
  • Bachelor's degree in human resources, business administration, related field or equivalent combination of education and experience.

Experience
  • Minimum of five years of compensation experience required.
  • Experience with transformational compensation initiatives highly desired.
  • Experience consulting with leaders and influencing compensation-related decisions.
  • Experience with Workday and Payfactors preferred.

License/Certifications
  • Certified Compensation Professional (CCP) designation from WorldatWork preferred.
  • SHRM-Certified Professional (SHRM-CP) or SHRM-Senior Certified Professional (SHRM-SCP) designation from SHRM , or Professional Human Resources (PHR) from HRCI preferred.

Knowledge/Skills/Abilities
  • Strong knowledge of compensation principles, practices, and market pricing methodologies.
  • Advanced analytical and quantitative skills with the ability to interpret complex data and develop actionable recommendations.
  • Strong consulting, communication, and presentation skills.
  • Ability to effectively influence and build relationships with leaders at all levels of the organization.
  • Knowledge of compensation-related laws and regulations.
  • Advanced proficiency in Microsoft Excel, including modeling and data analysis.
  • Experience with HRIS, compensation management systems and reporting tools.
  • Strong project management and organizational skills.
  • Ability to manage multiple priorities and meet deadlines in a fast paced environment.

Physical Requirements
Weight Demands
  • Light Work - Exerting up to 20 pounds of force.

Physical Activity
  • Occasionally Performed (1%-33%):
    • Balancing
    • Climbing
    • Carrying
    • Crawling
    • Crouching
    • Distinguish colors
    • Kneeling
    • Lifting
    • Pulling/Pushing
    • Reaching
    • Standing
    • Stooping/bending
    • Twisting
    • Walking
  • Frequently Performed (34%-66%):
    • Hearing
    • Repetitive Motions
    • Seeing/Visual
    • Speaking/talking
  • Constantly Performed (67%-100%):
    • Grasping
    • Keyboarding/typing
    • Sitting

Job Hazards
  • Not Related:
    • Biological agents (primary air born and blood born viruses) (Jobs with Patient contact) (BBF)
    • Physical hazards (noise, temperature, lighting, wet floors, outdoors, sharps) (more than ordinary office environment)
    • Equipment/Machinery/Tools
    • Explosives (pressurized gas)
    • Electrical Shock/Static
    • Radiation Alpha, Beta and Gamma (particles such as X-ray, Cat Scan, Gamma Knife, etc.)
    • Radiation Non-Ionizing (Ultraviolet, visible light, infrared and microwaves that causes injuries to tissue or thermal or photochemical means)
  • Rare (1-33%):
    • Chemical agents (Toxic, Corrosive, Flammable, Latex)
    • Mechanical moving parts/vibrations

About Methodist:
Nebraska Methodist Health System is made up of four hospitals in Nebraska and southwest Iowa, more than 30 clinic locations, a nursing and allied health college, and a medical supply distributorship and central laundry facility. From the day Methodist Hospital was chartered in 1891, service to our communities has been a top priority. Financial assistance, health education, outreach to our diverse communities and populations, and other community benefit activities have always been central to our mission.
Nebraska Methodist Health System is an Affirmative Action/Equal Opportunity Employer and does not discriminate on the basis of race, color, religion, sex, age, national origin, disability, veteran status, sexual orientation, gender identity, or any other classification protected by Federal, state or local law.

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