HR Compensation Specialist - Human Resources - Tulsa

MINIMUM QUALIFICATIONS

Education – bachelor’s degree in HR, Business, Finance, or related field.

Experience – 3+ years of compensation or related HR experience. Experience in the healthcare industry is preferred.

Licenses & Certification -CCP (Certified Compensation Professional) is preferred but not required.

Knowledge & Skills –

1. Knowledge of compensation laws and best practices.


2. Experience with job architecture, pay transparency initiatives, or incentive program design.


3. Analytical thinking and problem solving.


4. Strong communication skills and the ability to communicate and interact effectively with managers, employees, tribal officials and the public both orally and in writing.


5. Ability to manage multiple projects and adhere to multiple deadlines with minimal supervision.


6. Ability to deal in a professional manner with a broad range of individuals on a daily basis in the completion of the duties required.


7. Proficient in Excel, compensation tools and salary surveys.

JOB SUMMARY

The HR Compensation Specialist is responsible for developing, implementing, and maintaining the organization’s compensation programs to ensure internal equity, external competitiveness, and compliance with applicable laws. This role analyzes salary data, evaluates job roles, supports compensation planning, and partners with HR and business leaders to ensure fair and strategic pay practices.

WORK ENVIRONMENT

Work is performed in an office environment.

PHYSICAL DEMANDS

Those activities considered usual and customary for an office setting.  Driving is required.

ESSENTIAL FUNCTIONS

Satisfactory job performance will be determined by successful execution of the following:

1. Maintain and update compensation structures and pay ranges.


2. Conduct market pricing and benchmarking using salary surveys and compensation tools.


3. Evaluate job descriptions and recommend any changes needed.


4. Support annual compensation cycles, including merit increases, promotions, bonuses, and incentive programs.


5. Monitors pay practices for equity, competitiveness, and legal compliance.


6. Analyze compensation data to identify trends, pay compression issues, and opportunities for improvement.


7. Ensure compensation programs comply with federal, state, and local labor laws (e.g., FLSA, pay transparency regulations).


8. Assist in developing, updating, and communicating compensation policies, guidelines, and procedures.


9. Advise leadership and managers on compensation decisions and pay-related issues.


10. Performs other duties as required.


11. Regular attendance is required.