Compensation Analyst

Closing Date : Open Continuous

Is this the next step in your career Find out if you are the right candidate by reading through the complete overview below.

WHO WE ARE

We are a motivated, agile, human-centric, diverse group of people dedicated to serving our community by hiring, training, and retaining a well-qualified, high-performing, diverse and inclusive workforce.

We serve 10,000 employees in 35 different departments, 6000 retirees and impact a community of over 1 million. In addition, we strive to foster positive management / union relationships in coordination with our four union organizations.

We value diversity, inclusion, and equity for all employees.

WHO WE ARE LOOKING FOR

The Compensation Analyst will primarily be responsible for providing comprehensive market studies, impact analyses and reports to support proposed changes to job classification plans, compensation structures, policies, regulations, (local, state, and federal) collective bargaining agreements and business processes and systems in the classification and compensation division.

This work will involve extensive market analyses, internal impact analyses, and management of large datasets from internal and external systems and applications, as well as working across multiple County departments and external partners.

The analyst will provide consultation and advisory service for classification and compensation as well as serve as the lead resource in conducting occupational studies to include Fair Labor Standard Act (FLSA) reviews, use of factor system classification methodology, interpretation of position classification study results and presentation of recommendations.

Major Responsibilities and Duties Include But Are Not Limited To :

• Conducting classification studies, including market research, and review and analysis of written documentation.
• Conducting compensation reviews and analyses for new hires and promotions and ensuring internal pay equity.
• Conducting classification and compensation analyses to ensure compliance with regulations, policies, collective bargaining agreements and other memorandums of agreement.
• Conducting desk audits to supplement and verify written documentation, interviewing supervisors and managers to verify employee data and reviewing organizational structures.
• Preparing final decision memoranda which includes written detailed analyses of employee and management responses and addressing comments / concerns.
• Preparing new or revising existing job class specifications, using a quantitative point-factor job evaluation system (QES).
• Drafting responses and managing the implementation of Classification and Compensation recommendations from MSPB audits or other County reviews and audits.
• Participating in multiple classification and compensation ad hoc projects at both the HR Office and County-wide levels.
• Defining and maintaining a standard business process for timely review and evaluation of classification plans and compensation structures to ensure market competitiveness.
• Leading design teams composed of partners from other departments, management, OHR and Finance to design classification and compensation structures and plans which support the County’s overall strategy.
• Partnering with stakeholders to identify and address impact of collective bargaining compensation agreements, job classification recommendations, compensation structures or personnel regulation changes.
• Creating and maintaining HR Classification and Compensation governance guides.

The anticipated salary range is $84,599 - $110,479.

Experience : Considerable (5 years) applicable professional work experience in progressively more responsible roles in compensation, financial, or budget analysis.

Education : A Bachelor's Degree in Business, Economics, Statistics, Public Administration, Human Resources Management, Industrial Relations, Mathematics, Information Data Management, Finance, Engineering or related field from an accredited college or university.

Equivalency : An equivalent combination of education and experience may be substituted.

Interviews will be offered to candidates who demonstrate the following items within their application :

• Knowledge and aptitude in the areas of compensation merit planning and administration, compensation survey methodology and participation, analysis of base pay and incentive design and programs, and job evaluation.
• Thorough knowledge of labor laws, HR-related court decisions (both public and private industry) as they relate to compensation, and their impact on the County’s compensation policy and practice.
• Considerable knowledge of local government laws, rules, regulations, and practices, particularly those governing the administration of compensation programs.
• Broad HR knowledge in addition to compensation and classification (i.e., knowledge of recruitment and staffing, labor-management relations, training, and benefits practices).
• Skill in leading compensation design processes and in leading organization-wide initiatives involving analysis and validation of large and complex datasets.
• Strong computer skills (Excel, Access, Word, Power Point) and enterprise applications, systems and reporting tools and skills.

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