Compensation Analyst

Idaho National Laboratory is hiring a Compensation Analyst to work on our Human Resource Talent Rewards team. Our team works a 9x80 schedule located out of our Idaho Falls Willow Creek facility with every other Friday off.

Idaho National Laboratory needs Compensation Analysts whose analytical expertise in compensation will directly support mission-critical research driving America's energy and technological future, with work playing a pivotal role in shaping compensation strategies that empower the brilliant minds behind groundbreaking nuclear innovations, grid modernization, and space exploration advancements. You'll evaluate job positions determining classification, FLSA status, and salary, recommend and implement new and innovative compensation programs that are both cost-effective and provide strong competitive positioning, support the laboratory's salary administration program through external market analysis, evaluation of job descriptions, completion of job audits, and compensation policy development, and ensure company compliance with federal and state laws including reporting requirements. Your responsibilities include preparing occupational classifications, job descriptions, and salary scales, providing advice on resolution of classification and salary complaints, advising managers and employees on state and federal employment regulations and compensation policies, performing multifactor data and cost analyses that may be used in areas such as preparing reports to summarize job analysis and compensation analysis information, consulting with or serving as technical liaison between business, HR support teams, and managers, making determinations of candidate qualifications, developing competitive salary offers, and strategizing to implement talent management processes.

Essential Job Functions and Responsibilities:

• Perform compensation analysis for new and existing positions, promotions, out-of-cycle increases, and other compensation actions.
• Conduct multifactor market analysis using internal and external data sources to guide pay decisions and support salary administration programs.
• Conduct job audits and review job descriptions to ensure internal consistency, accurate leveling, and compliance with federal and state wage and hour laws.
• Evaluate job positions to determine FLSA exemption status, classification, market alignment, and salary placement. Monitor FLSA status and support leaders in maintaining compliance with FLSA and other applicable regulations.
• Identify trends, patterns, and inconsistencies in compensation data and develop actionable recommendations.
• Provide consultative support to managers and HR Business Partners regarding job design, classification, pay practices, and employee career progression.
• Guide leaders in interpreting compensation data and making equitable, competitive salary decisions.
• Advise managers and employees on federal/state regulations, compensation policies, and personnel procedures.
• Recommend and implement new and innovative compensation programs and improvements that support competitive positioning and cost effectiveness.
• Support and contribute to compensation policy development and salary structure management.
• Collaborate with HRIT to enhance, integrate, and maintain talent management and compensation systems.
• Prepare reports summarizing job evaluations, compensation analysis, market findings, and audit outcomes for leadership.
• Maintain accurate documentation supporting classification, FLSA determinations, and compensation recommendations.
• Support organizational initiatives such as job architecture refinement, workforce planning, and internal audits.

Minimum Qualifications:

Level 2-Bachelor's degree in human resource management, business administration, economics or another related degree from an accredited university and 2 years of relevant experience or a Masters degree in similar field

Level 3-Bachelor's degree in human resource management, business administration, economics or another related degree from an accredited university and 5 years of relevant experience or a Masters degree in similar field and 2 years of relevant experience.

• Experience commensurate with level in human resources fields such as compensation, benefits, labor relations, employee relations, training, recruitment, organizational development, and other HR disciplines.
• Demonstrated expertise in Fair Labor Standards Act (FLSA) application, including conducting job audits, making exemption determinations, and advising leaders to ensure compliance and consistency across the organization.
• Must have experience in excel working with Excel (i.e., creating and manipulating spreadsheets, pivot tables, VLOOKUP, conditional formulas, etc.).

Preferred

• Advanced analytical capability, including the ability to interpret complex compensation, market, and internal equity data; identify patterns and trends; and translate findings into clear, actionable recommendations for leaders.
• Proven ability to develop databased compensation recommendations, such as salary offers, merit adjustments, and promotional actions that balance external competitiveness with internal equity.
• Strong consultative skills with the ability to partner effectively with managers and senior leadership to guide classification decisions and support career progression through sound compensation strategies.
• Experience coaching leaders on compensation principles, market competitiveness, retention strategies, and career pathing to support employee growth and organizational talent needs.
• Skill in simplifying complex data and concepts so that managers and employees can make wellinformed decisions about roles, job structures, and career movement.
• Experience in environments requiring high levels of compliance, documentation, and auditability, such as governmentowned or regulated facilities.
• Professional HR or compensation designations (e.g., CCP, SHRMCP/SCP, PHR/SPHR) preferred

Job Information:

• The pay range for this position is: Level 2-Grade 430 ($66,504- $136,356)/ Level 3-Grade 440 ($79,344-162,732). At Idaho National Laboratory compensation decisions are determined using factors such as education, relevant experience, and other credentials.
• Multi-Level: This is a multi-level posting and you will be placed at the appropriate level dependent on depth and breadth of proven experience and skills.

Physical Requirements:

While performing the duties of this classification, the employee is frequently required to stand, walk, sit, stoop, kneel, bend, use hands to handle materials, manipulate tools, keyboard and type, reach with hands and arms, and operate job-related equipment. The employee must occasionally lift and/or move up to 25 pounds. Sufficient visual acuity and hearing capacity to perform the essential functions and interact with the public is required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.