Vice president of operations Jobs in Spokane, WA

Compensation Analyst

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
• 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
• 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
• 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
• 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 Choose an item.
• 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

Work Environment

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: 1) Kalispel Tribal Members; 2) Spouses of an enrolled Kalispel Tribal Member; 3) enrolled members of other Indian Tribes; 4) all other applicants.

General Sign-off & Disclaimers

The employee is expected to adhere to all company policies.

At-Will Employment: Employment with the Kalispel Tribe of Indians is at-will and can be terminated with or without cause, and with or without notice, at any time, either at the option of the employee or the Kalispel Tribe of Indians.

Drug Testing: The Kalispel Tribe of Indians is a drug free workplace. All applicants are subject to drug testing at the time of hire and at unannounced times during employment.

Background Investigation: All candidates and employees may be subject to a background investigation.

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.

This document does not create an employment contract, implied or otherwise, other than an "at will" relationship.

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