Analyst II, Human Resources, Classification and Compensation

About the Role

The Human Resources Analyst II, Classification and Compensation Analyst II plays a key role in developing and implementing compensation and classification strategies, policies, programs, and initiatives. This position oversees compensation plans, classification reviews, desk audits, and position description evaluations to ensure equitable and compliant practices. The Analyst conducts salary research and trend analysis to support data-driven decision-making and provides guidance, training, and strategic support to HCPSS employees and leadership on best practices for effective classification and compensation systems. HCPSS is actively building and refining the foundational components of its classification and compensation program, offering an exciting opportunity to help shape and modernize these critical HR functions.

Responsibilities

• Classification & Job Evaluation
  • Conducts job evaluations, classification reviews, and desk audits to ensure role alignment and internal equity.
  • Develops and maintains job descriptions, ensuring they accurately reflect responsibilities, qualifications, and organizational structure.
  • Makes recommendations, including job analysis, job description review, and pay grade classification.
• Compensation & Salary Administration
  • Conducts salary market research and benchmarking to maintain competitive and equitable compensation structures.
  • Analyzes compensation trends, salary surveys, and workforce data to make informed recommendations.
  • Administers pay structures, salary adjustments, and incentive programs in alignment with collective bargaining agreements.
  • Ensures compliance with FLSA, EEOC, and other applicable regulations related to compensation.
• Policy Development & Training
  • Collaborates with department leaders to assess job roles and make recommendations for appropriate job classifications and salary grades.
  • Acts as an advisor to leadership and HR teams, providing guidance on compensation best practices.
  • Facilitates training sessions and workshops on job classification, compensation structures, and pay practices.
  • Assists in the development and implementation of classification and compensation policies, guidelines, and procedures.
  • Develops and documents standard operating procedures for classification and compensation.
• Additional Duties
  • Processes pay changes in Workday and ensures payment of all negotiated stipends, differentials, and compensatory stipends.
  • Serves on committees and/or advisory groups related to classification and compensation issues.

Requirements

• Minimum Qualifications
  • A combination of education and experience may be considered.
  • Education: Bachelor’s degree from an accredited college or university.
  • Experience: Four (4) years of professional human resources experience, which includes at least two (2) years of experience in classification and/or compensation.
• Preferred Qualifications
  • Bachelor’s degree from an accredited college or university in Human Resources, Business Administration, Finance, or a related field.
  • Experience with classification and compensation in a PreK-12 or other educational environment.
  • Experience utilizing Workday or a similar Human Capital Management System in classification and compensation.
  • Proficiency with Microsoft Excel advanced functions such as VLOOKUP and pivot tables.
• Essential Knowledge, Skills, and Abilities
  • Strong knowledge of compensation principles, job evaluation methods, and salary structures.
  • Proficiency in HRIS systems, salary survey tools, and MS Excel.
  • Familiarity with FLSA, EEO, and other employment laws related to compensation.
  • Excellent analytical, communication, and problem-solving skills.

Pay

This is a 12-month per year position with a salary range of $99,630 - $150,131 (Grade 26 on the Technical Central Office and School Based salary scale). Step placement will be in accordance with the salary procedures of the Howard County Public School System and the HCEA-ESP Master Agreement, considering relevant prior experience. This position is exempt from overtime under the Fair Labor Standards Act.

Benefits

• Membership in the Maryland State Retirement Agency (MSRA) pension plan is mandatory for eligible employees, with a 7% annual contribution of the employee’s salary.
• HCPSS offers a comprehensive benefits package for eligible employees, including paid time off as outlined in the negotiated agreement for this bargaining unit.
• Eligibility for hybrid work under the HCPSS Telework Program, with schedules determined by the department and/or supervisor.