DocGoNew York 10001
Full Time
||none||Human Resources Program And Compensation Analyst||DocGo|| ||||https://docgojobs.com/job/human-resources-program-and-compensation-analyst-finance-us-ny-new-york-r-2589-4/">

Human Resources Program And Compensation Analyst

DocGo
Full Time 35 W 35th St, New York, NY 10001, United States
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Overview

DocGo is leading the proactive healthcare revolution with an innovative care delivery platform that includes mobile health services, population health, remote patient monitoring, and ambulance services. DocGo disrupts the traditional four-wall healthcare system by providing high quality, highly affordable care to patients where and when they need it. DocGo's proprietary, AI-powered technology, logistics network, and dedicated field staff of over 5,000 certified health professionals elevate the quality of patient care and drive efficiencies for municipalities, hospital networks, and health insurance providers. With Mobile Health, DocGo empowers the full promise and potential of telehealth by facilitating healthcare treatment, in tandem with a remote physician, in the comfort of a patient's home or workplace. Together with DocGo's integrated Ambulnz medical transport services, DocGo is bridging the gap between physical and virtual care. 

The Analyst, HR (Human Resources) Program and Compensation will administer enterprise-wide compensation programs. The successful candidate needs to be an analytical and critical thinker to effectively provide support and solutions on employee compensation, performance management, and HR programs. Position reports to the HR Program Manager and has dotted-line reporting to the SVP (Senior Vice President), Human Resources at the executive support level. 

  • Assists with the overall HRIS (Human Resources Information Systems) database upkeep for all W-2 employees in conjunction with HR Operations and Payroll Administration 

  • Support national compensation and enterprise HR programs and plans in alignment with the company’s established philosophy and policies. 

  • Assists with maintaining new equity grant system and integration of new platform including employee data integrity, option grants, cashless exercising, and financial reporting data.  

  • Prepare quarterly bonus attainment for salaried workforce under direction of HR senior leadership including approval documentation, bonus award letters and liaising with payroll for payout.  

  • Support annual merit/promotion process for equity and bonus awards for salaried workforce and hourly office staff. 

  • Supports activities associated with the Compensation Committee of the Board of Directors, including analysis and recommendations related to executive compensation and benefits, meeting updates, and other projects as assigned by the Committee and/or executive management. 

  • Collects and compiles HR metrics and data from a variety of sources including the human resource information system (HRIS) and payroll outputs, management, and employee surveys, exit interviews, employment records, government labor statistics, competitors' practices, and other sources 

  • Lead preparation of reporting, analytics, and metrics for HR leadership including headcount reports, workforce trends, and any ad-hoc reports. 

  • Analyzes data and statistics for trends and patterns with attention to recruitment, hiring practices, motivation, turnover, and compliance with employment laws and regulations 

  • Prepares reports of data results, presenting and explaining findings to senior HR leadership 

  • Identifies and recommends reasonable short- and long-term goals, milestones, and benchmarks for key performance metrics 

  • Based on metrics and analysis, he/she makes recommendations for policies and activities to improve the organizational culture including suggestions to attract and hire qualified candidates, to motivate and retain employees, to address staffing issues, and to maintain legal compliance 

  • Facilitates implementation of new training, development, recruiting, and other related initiatives for our internal HR systems and platforms 

  • Support enterprise-wide job architecture, including structure and framework performing occasional review of job titles, salary bands and pay grades and other audits. 

  • Recommend, research, and implement process improvements for salaried workforce compensation and HR programs and procedures, updating procedure documents, managing knowledge resources on the HR SharePoint, system bulk uploads, and preparing reporting and analysis. 

  • Assists Human Resources in internal/external audit preparations in a timely manner, as requested 

  • Perform all other related duties as assigned. 

Qualifications: 

  • Bachelor's degree in human resources, Business Administration, or a related field (Preferred)  

  • 2 years of experience in compensation analysis, HR program management, or a related HR role. 

  • Strong analytical skills, with proficiency in data analysis and reporting tools. 

  • Knowledge of compensation principles, including job evaluation, market pricing, and pay structure design. 

  • Familiarity with HRIS systems and software, such as Workday 

  • Excellent communication and interpersonal skills, with the ability to collaborate effectively with cross-functional teams. 

  • Detail-oriented, with strong organizational and project management abilities. 

  • A commitment to maintaining confidentiality and handling sensitive information with discretion. 

  • Knowledge of labor laws and regulations related to compensation and HR programs. 

  • Exceptional problem-solving and decision-making skills. 

EEO/AAP Statement:  DocGo is an equal opportunity employer. We acknowledge and honor the fundamental value and dignity of all individuals. We pledge ourselves to crafting and maintaining an environment that respects diverse traditions, heritages, and experiences.  DocGo is an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.

The above-noted job description is not intended to describe, in detail, the multitude of tasks that may be assigned but rather to give the applicant a general sense of the responsibilities and expectations of this position.  As the nature of business demands change so, too, may the essential functions of the position. 

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