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Financial Compensation Analyst Jobs in Nebraska (NOW HIRING)

Methodist Health System

Senior Compensation Analyst

Omaha, NE · On-site

$79K - $103K/yr

Prepare compensation models, costing analyses, and financial impact assessments for compensation-related initiatives. * Monitor pay practices to ensure internal equity and alignment with compensation ...

Methodist Health System

Senior Compensation Analyst

Omaha, NE · Hybrid

$79K - $103K/yr

Prepare compensation models, costing analyses, and financial impact assessments for compensation-related initiatives. * Monitor pay practices to ensure internal equity and alignment with compensation ...

Pacificlife

Compensation Analyst II

Omaha, NE · Hybrid

As a Compensation Analyst II , you'll play a key role in Pacific Life's growth and long-term ... Specialization in Human Resource Management, Finance, or related experience is preferred. * Three ...

OrthoNebraska

HRIS & Compensation Analyst

Omaha, NE · On-site

The HRIS & Compensation Analyst partners closely with Human Resources, Payroll, Finance, and operational leaders to support workforce planning, compensation analysis, system enhancements, and data ...

OrthoNebraska

HRIS & Compensation Analyst

Omaha, NE · On-site

The HRIS & Compensation Analyst partners closely with Human Resources, Payroll, Finance, and operational leaders to support workforce planning, compensation analysis, system enhancements, and data ...

OrthoNebraska

HRIS & Compensation Analyst

Omaha, NE

The HRIS & Compensation Analyst partners closely with Human Resources, Payroll, Finance, and operational leaders to support workforce planning, compensation analysis, system enhancements, and data ...

Methodist Health System

Director of Compensation

Omaha, NE · On-site

$119K - $163K/yr

Lead the organization's compensation philosophy, strategy and programs to support organizational ... Strong financial, analytical, and problem-solving skills with the ability to interpret complex data ...

Methodist Health System

Director of Compensation

Omaha, NE · On-site

$119K - $163K/yr

Lead the organization's compensation philosophy, strategy and programs to support organizational ... Strong financial, analytical, and problem-solving skills with the ability to interpret complex data ...

Nebraska State Jobs

Financial Analyst

Lincoln, NE · On-site

$23.89/hr

JR2026-00028854 Financial Analyst (Open) Applications No Longer Accepted On (If no date is ... Your paycheck is just part of your total compensation. Check out all that the State of Nebraska has ...

Son

Financial Analyst

Lincoln, NE · Hybrid

$23.89/hr

JR2026-00028854 Financial Analyst (Open) Applications No Longer Accepted On (If no date is ... Your paycheck is just part of your total compensation. Check out all that the State of Nebraska has ...

New

Conagra Brands

Financial Analyst

Omaha, NE · Hybrid

$64K - $95K/yr

Reporting to the Senior Financial Analyst, you will support the Corporate Controllers Group as part ... Compensation Pay Range:$64,000-$95,000 The annual salary listed above is the expected offering for ...

CONAGRA

Financial Analyst

Omaha, NE · On-site

$64K - $95K/yr

Reporting to the Senior Financial Analyst, you will support the Corporate Controllers Group as part ... Compensation Pay Range:$64,000-$95,000 The annual salary listed above is the expected offering for ...

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Financial Compensation Analyst information

What does a financial compensation analyst do?

A Financial Compensation Analyst is responsible for analyzing, developing, and administering a company's compensation programs, such as salaries, bonuses, and incentives. They ensure that compensation practices are competitive, fair, and comply with legal requirements. Their work involves researching market trends, conducting salary surveys, and providing recommendations to management on pay structures and policies. The goal is to attract, motivate, and retain talent while maintaining the organization's financial health.

What are the key skills and qualifications needed to thrive as a financial compensation analyst, and why are they important?

To thrive as a Financial Compensation Analyst, you need strong analytical skills, knowledge of compensation theory, and a background in finance, accounting, or human resources, often supported by a relevant degree. Proficiency in Excel, HRIS systems, and compensation benchmarking tools, as well as certifications like CCP (Certified Compensation Professional), are commonly required. Attention to detail, strong communication abilities, and discretion with sensitive data are essential soft skills for this role. These skills and qualities are crucial for accurately evaluating compensation strategies, ensuring compliance, and supporting organizational competitiveness in talent management.

What are some common challenges faced by financial compensation analysts, and how can they be addressed on the job?

Financial Compensation Analysts often encounter challenges such as managing large volumes of sensitive data, keeping up with evolving compensation trends, and ensuring compliance with relevant regulations. To address these, analysts typically use specialized HR and compensation software, collaborate closely with HR and finance teams, and participate in ongoing professional development. Proactive communication and analytical skills are key to providing accurate pay recommendations and supporting fair compensation practices.

What is the difference between Financial Compensation Analyst vs Compensation Analyst?

AspectFinancial Compensation AnalystCompensation Analyst
Required CredentialsBachelor's in Finance, HR, or related field; certifications like CCP or CBPBachelor's in HR, Business, or related; certifications like CCP or CBP
Work EnvironmentFinance departments, corporate offices, consulting firmsHR departments, corporate offices, consulting firms
Employer & Industry UsageFinancial services, corporate finance, consultingHuman resources, corporate, consulting
Common Search & ComparisonYesYes

The main difference between a Financial Compensation Analyst and a Compensation Analyst lies in their focus areas. Financial Compensation Analysts typically work within finance or corporate finance departments, emphasizing the financial impact of compensation strategies. Compensation Analysts focus on HR and employee compensation programs. Both roles require similar certifications and often operate in similar environments, but their primary focus and industry usage differ slightly.

Is a financial compensation analyst a good career?

A financial compensation analyst is a valuable role that involves analyzing salary data, benefits, and compensation structures to ensure competitiveness and compliance. The job typically requires strong analytical skills, proficiency with spreadsheets and compensation software, and often a background in finance or human resources. It offers opportunities for career growth in finance and HR departments, with a stable demand across various industries.

What are popular job titles related to Financial Compensation Analyst jobs in Nebraska?

For Financial Compensation Analyst jobs in Nebraska, the most frequently searched job titles are:

What job categories do people searching Financial Compensation Analyst jobs in Nebraska look for?

The top searched job categories for Financial Compensation Analyst jobs in Nebraska are:

What cities in Nebraska are hiring for Financial Compensation Analyst jobs?

Cities in Nebraska with the most Financial Compensation Analyst job openings:

Financial Compensation Analyst jobs near you

Senior Compensation Analyst

Omaha, NE • On-site

Methodist Health System
See more jobs at Methodist Health Systemexternal

$79K - $103K/yr

Full-time

Re-posted 17 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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