Compensation Analyst

Are you ready to join a growing team that puts a premium on productivity and has an award-winning culture centered around transforming talented employees into effective business leaders? Then BHG Financial is the place for you.

In 2001, we started with an idea, an opportunity, and $25,000. Back then, our focus was strictly 
on serving those in the medical industry. With healthcare in our heritage, we soon expanded 
to serve high-earning professionals in many 
other industries, providing all with leading-edge financial solutions, including our extensive network of community banks.

Today, BHG Financial has firmly established 
its legacy as a leader in the financial services space. Founded on the philosophy of a better way to borrow, we are dedicated to helping accomplished professionals, small businesses, and institutions build upon their success through innovative financial solutions, a hassle-free process, and personalized concierge service.

Our relentless commitment to the success of our customers is part of what has made BHG Financial thrive. We take a 360-degree view of our customers to tailor the best solutions for their financial aspirations. Today's professionals have multiple sources of income, not just their paycheck. Therefore, it is essential to factor those in when making responsible lending decisions. Our continued focus on data, analytics, and proprietary modeling has enabled faster funding for our customers.

From business to personal loans to relationships with community banks, the country's top professionals and business owners rely on us for our exceptional financial solutions and concierge service to continue their success and legacy.

Who You Are

You are a motivated compensation professional who is passionate about helping build a strong Total Rewards structure. You excel at being detail-oriented and thorough and have experience in completing and analyzing Radford market surveys, conducting market analyses, contributing to equity program management, and supporting evolving compensation programs. You are a self-starter with a strong initiative to find solutions, not just answers, and thrive in a fast-paced environment where you can impact the efficiency and transparency of a Total Rewards program.

The ideal candidate will be a self-starter able to work independently, solve problems creatively, prioritize relentlessly, exercise business judgment soundly, and operate with a sense of urgency to get things done. You are self-driven and thrive in a fast-paced environment where you can make an impact in multiple departments with a direct vision of leadership.

The Compensation Analyst will be responsible for providing compensation and analytic reporting. In addition to overall compensation support for the business entities,
* Processes compensation requests from Business Partners and/or management by conducting comprehensive market analyses, including external benchmarking, internal equity review, and developing data‑driven recommendations for individual positions or job families.
Processes compensation requests from Business Partners and/or management by conducting comprehensive market analyses, including external benchmarking, internal equity review, and developing data‑driven recommendations for individual positions or job families.
* Administers multiple bonus and incentive plans, supports the annual salary planning process, and prepares accrual estimates and payout calculations for Finance.
Administers multiple bonus and incentive plans, supports the annual salary planning process, and prepares accrual estimates and payout calculations for Finance.
* Partners with HRIS to ensure data integrity across Compensation and HR platforms by implementing new functionality, enhancing compensation processes, conducting testing, and maintaining job profiles and compensation structures in Workday.
Partners with HRIS to ensure data integrity across Compensation and HR platforms by implementing new functionality, enhancing compensation processes, conducting testing, and maintaining job profiles and compensation structures in Workday.
* Partners with People Development and management to review roles across the organization and develop recommendations that support clear career progression, appropriate job titles, compensation bands, and FLSA status.
Partners with People Development and management to review roles across the organization and develop recommendations that support clear career progression, appropriate job titles, compensation bands, and FLSA status.
* Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career frameworks and compensation philosophy.
Partners with People Development, HRIS, and leadership to support organizational design efforts, including role structure, job architecture, and span of control, ensuring alignment with career framework