HR Operations - Compensation Analyst
Northern Quest, Airway Heights, WA, United States
100 N Hayford Rd, Airway Heights, WA 99001, USA
Job Description
Posted Tuesday, April 21, 2026 at 10:00 AM
Summary of Functions
The Compensation Analyst plays a key role in strengthening and advancing the organization’s compensation infrastructure by supporting and executing the design, analysis, and administration of compensation programs across the Kalispel Tribe of Indians and its enterprises.
This position contributes to the development and maturation of a competitive, equitable, and sustainable compensation framework through market analysis, job architecture alignment, and data‑driven insights. The role operates in an evolving environment and is expected to bring structure, clarity, and consistency to compensation practices that are still being defined and standardized.
This position exercises independent judgment within assigned scope and partners with HR and operational leaders to influence compensation decisions, support organizational strategy, and improve program effectiveness over time. This role requires the ability to work effectively in an environment where compensation structures, processes, and tools are evolving, and to contribute to sustainable and scalable solutions.
Essential Duties and Responsibilities
Conduct market benchmarking and pricing analysis to evaluate external competitiveness and internal equity across roles
Develop and maintain market data, benchmarks, and pricing methodologies to support compensation decisions
Analyze compensation trends and provide data‑driven recommendations to support salary structures, pay positioning, and program effectiveness
Support the development and refinement of compensation structures, salary ranges, and pricing methodologies to improve consistency, competitiveness, and scalability across the organization
Job Architecture & Position Evaluation
Evaluate new and existing roles to ensure alignment with job families, levels, and organizational structure
Partner with leaders to define role scope, accountability, and impact to support accurate job classification and leveling
Maintain consistency and integrity of job architecture to support internal equity, career pathing, and workforce planning
Compensation Program Administration
Administer compensation programs including merit planning, salary adjustments, and incentive programs in accordance with established guidelines
Execute compensation processes and ensure consistent application of pay practices across the organization
Support and execute annual compensation planning cycles, including data preparation, validation, and process coordination
Data Analysis & Reporting
Develop and deliver compensation analysis, reports, dashboards, and modeling to support leadership decision‑making
Ensure accuracy, integrity, and reliability of compensation data within HRIS and reporting tools
Perform advanced and ad‑hoc analyses to support compensation initiatives, workforce planning, and organizational priorities
Consultation & Program Support
Serve as a consultative resource to HR partners and leaders on compensation practices, pay decisions, and program application
Interpret compensation policies and frameworks to support consistent and informed decision‑making
Identify gaps and inconsistencies in compensation practices and recommend enhancements to structures, tools, and processes to improve scalability, consistency, and organizational effectiveness
Supervisory Responsibilities
This position does not have supervisory responsibility. May provide guidance or subject matter support to HR partners and organizational leaders.
Education
Bachelor’s degree in Human Resources, Business Administration, Finance, or related field
Experience
Four (4) to six (6) years of experience in compensation, HR analytics, financial analysis, or related analytical field
Demonstrated experience in compensation program administration, job evaluation, or market analysis
Skills & Abilities
Strong expertise in compensation analysis, including market pricing, job evaluation methodologies, and salary structure application
Working knowledge of compensation program design, including merit cycles, pay structures, and incentive frameworks
Ability to interpret and apply federal and state wage and hour laws, including FLSA classification and pay equity considerations
Advanced analytical capability with the ability to translate complex data into clear, actionable recommendations
Advanced proficiency in Microsoft Excel, including data modeling, pivot tables, and complex formulas; experience with reporting or visualization tools preferred
Experience working with HRIS and compensation systems, with a focus on data integrity, reporting accuracy, and system utilization
Strong business acumen with the ability to align compensation recommendations with operational and financial objectives
Ability to communicate complex compensation concepts effectively to leaders and non‑technical stakeholders
Demonstrated ability to manage multiple priorities and deliver high‑quality work with minimal supervision
High level of discretion and professionalism in handling sensitive and confidential information
Ability to influence decision‑making through data, analysis, and sound judgment
Other Requirements
Ability to obtain and maintain a professional license or certification as required
Ability to work nights, weekends, and holidays when required by business needs
Ability to maintain consistent, regular attendance
Valid driver’s license and meet organizational insurability requirements if operating a Tribal vehicle
Physical Demands
The physical demands described below are representative of those required to successfully perform the essential functions of this position. Reasonable accommodations may be made in accordance with applicable law.
Frequently requires sitting for extended periods while performing computer‑based work, including data analysis and reporting
Constantly requires use of hands and fingers for typing, data entry, and operating standard office equipment
Requires close vision, depth perception, and the ability to adjust focus when reviewing detailed data and reports
Occasionally requires standing and walking within office and operational areas
Occasionally requires reaching, bending, or carrying light materials (up to 15 pounds) such as files, laptops, or office supplies
May require movement between offices and operational areas across property
The work environment characteristics described below are representative of those encountered while performing the essential functions of this position.
Primary work is performed in a professional office environment with frequent computer‑based work
Regular interaction with HR leadership, operational leaders, and cross‑functional stakeholders
Occasional presence in casino, hotel, and other operational environments to support business understanding and partnership
Exposure to environmental conditions typical of a gaming and hospitality setting, including secondhand smoke, moderate to high noise levels, and large crowds
Work may involve periods of high concentration, tight deadlines, and competing priorities, particularly during compensation planning cycles
Requires the ability to maintain focus and accuracy in a data‑intensive environment
Travel Requirements
Occasional local travel between Tribal and enterprise locations. Infrequent out‑of‑state travel may be required for professional development, conferences, or training, typical duration generally less than a week.
Hiring Preference
The Kalispel Tribe of Indians is an Equal opportunity employer. Consistent with federal law, the Kalispel Tribe of Indians applies Indian preference in employment. It is the policy of the Kalispel Tribe of Indians to give preference in hiring, promotions, and transfers into vacant positions to qualified applicants in the following order:
Kalispel Tribal Members
Spouses of an enrolled Kalispel Tribal Member
Enrolled members of other Indian Tribes
All other applicants
The duties and responsibilities described in this job description are intended to represent the general nature and level of work performed. They are not intended to be an exhaustive list of all responsibilities, duties, or skills required.
Responsibilities may be modified, expanded, or reassigned based on business needs, organizational changes, regulatory requirements, or direction from leadership.
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Job Description
Posted Tuesday, April 21, 2026 at 10:00 AM
Summary of Functions
The Compensation Analyst plays a key role in strengthening and advancing the organization’s compensation infrastructure by supporting and executing the design, analysis, and administration of compensation programs across the Kalispel Tribe of Indians and its enterprises.
This position contributes to the development and maturation of a competitive, equitable, and sustainable compensation framework through market analysis, job architecture alignment, and data‑driven insights. The role operates in an evolving environment and is expected to bring structure, clarity, and consistency to compensation practices that are still being defined and standardized.
This position exercises independent judgment within assigned scope and partners with HR and operational leaders to influence compensation decisions, support organizational strategy, and improve program effectiveness over time. This role requires the ability to work effectively in an environment where compensation structures, processes, and tools are evolving, and to contribute to sustainable and scalable solutions.
Essential Duties and Responsibilities
Conduct market benchmarking and pricing analysis to evaluate external competitiveness and internal equity across roles
Develop and maintain market data, benchmarks, and pricing methodologies to support compensation decisions
Analyze compensation trends and provide data‑driven recommendations to support salary structures, pay positioning, and program effectiveness
Support the development and refinement of compensation structures, salary ranges, and pricing methodologies to improve consistency, competitiveness, and scalability across the organization
Job Architecture & Position Evaluation
Evaluate new and existing roles to ensure alignment with job families, levels, and organizational structure
Partner with leaders to define role scope, accountability, and impact to support accurate job classification and leveling
Maintain consistency and integrity of job architecture to support internal equity, career pathing, and workforce planning
Compensation Program Administration
Administer compensation programs including merit planning, salary adjustments, and incentive programs in accordance with established guidelines
Execute compensation processes and ensure consistent application of pay practices across the organization
Support and execute annual compensation planning cycles, including data preparation, validation, and process coordination
Data Analysis & Reporting
Develop and deliver compensation analysis, reports, dashboards, and modeling to support leadership decision‑making
Ensure accuracy, integrity, and reliability of compensation data within HRIS and reporting tools
Perform advanced and ad‑hoc analyses to support compensation initiatives, workforce planning, and organizational priorities
Consultation & Program Support
Serve as a consultative resource to HR partners and leaders on compensation practices, pay decisions, and program application
Interpret compensation policies and frameworks to support consistent and informed decision‑making
Identify gaps and inconsistencies in compensation practices and recommend enhancements to structures, tools, and processes to improve scalability, consistency, and organizational effectiveness
Supervisory Responsibilities
This position does not have supervisory responsibility. May provide guidance or subject matter support to HR partners and organizational leaders.
Education
Bachelor’s degree in Human Resources, Business Administration, Finance, or related field
Experience
Four (4) to six (6) years of experience in compensation, HR analytics, financial analysis, or related analytical field
Demonstrated experience in compensation program administration, job evaluation, or market analysis
Skills & Abilities
Strong expertise in compensation analysis, including market pricing, job evaluation methodologies, and salary structure application
Working knowledge of compensation program design, including merit cycles, pay structures, and incentive frameworks
Ability to interpret and apply federal and state wage and hour laws, including FLSA classification and pay equity considerations
Advanced analytical capability with the ability to translate complex data into clear, actionable recommendations
Advanced proficiency in Microsoft Excel, including data modeling, pivot tables, and complex formulas; experience with reporting or visualization tools preferred
Experience working with HRIS and compensation systems, with a focus on data integrity, reporting accuracy, and system utilization
Strong business acumen with the ability to align compensation recommendations with operational and financial objectives
Ability to communicate complex compensation concepts effectively to leaders and non‑technical stakeholders
Demonstrated ability to manage multiple priorities and deliver high‑quality work with minimal supervision
High level of discretion and professionalism in handling sensitive and confidential information
Ability to influence decision‑making through data, analysis, and sound judgment
Other Requirements
Ability to obtain and maintain a professional license or certification as required
Ability to work nights, weekends, and holidays when required by business needs
Ability to maintain consistent, regular attendance
Valid driver’s license and meet organizational insurability requirements if operating a Tribal vehicle
Physical Demands
The physical demands described below are representative of those required to successfully perform the essential functions of this position. Reasonable accommodations may be made in accordance with applicable law.
Frequently requires sitting for extended periods while performing computer‑based work, including data analysis and reporting
Constantly requires use of hands and fingers for typing, data entry, and operating standard office equipment
Requires close vision, depth perception, and the ability to adjust focus when reviewing detailed data and reports
Occasionally requires standing and walking within office and operational areas
Occasionally requires reaching, bending, or carrying light materials (up to 15 pounds) such as files, laptops, or office supplies
May require movement between offices and operational areas across property
The work environment characteristics described below are representative of those encountered while performing the essential functions of this position.
Primary work is performed in a professional office environment with frequent computer‑based work
Regular interaction with HR leadership, operational leaders, and cross‑functional stakeholders
Occasional presence in casino, hotel, and other operational environments to support business understanding and partnership
Exposure to environmental conditions typical of a gaming and hospitality setting, including secondhand smoke, moderate to high noise levels, and large crowds
Work may involve periods of high concentration, tight deadlines, and competing priorities, particularly during compensation planning cycles
Requires the ability to maintain focus and accuracy in a data‑intensive environment
Travel Requirements
Occasional local travel between Tribal and enterprise locations. Infrequent out‑of‑state travel may be required for professional development, conferences, or training, typical duration generally less than a week.
Hiring Preference
The Kalispel Tribe of Indians is an Equal opportunity employer. Consistent with federal law, the Kalispel Tribe of Indians applies Indian preference in employment. It is the policy of the Kalispel Tribe of Indians to give preference in hiring, promotions, and transfers into vacant positions to qualified applicants in the following order:
Kalispel Tribal Members
Spouses of an enrolled Kalispel Tribal Member
Enrolled members of other Indian Tribes
All other applicants
The duties and responsibilities described in this job description are intended to represent the general nature and level of work performed. They are not intended to be an exhaustive list of all responsibilities, duties, or skills required.
Responsibilities may be modified, expanded, or reassigned based on business needs, organizational changes, regulatory requirements, or direction from leadership.
#J-18808-Ljbffr