Senior Classification & Compensation Analyst (may underfill)

Job Duties

• Initiates and performs market analysis to assess current trends, evaluate pay rates, and recommend changes needed to ensure competitive positioning of the organization’s pay programs, compensation policies, and need for salary adjustments.
• Evaluates jobs by documenting responsibilities and requirements in job descriptions. Contributes organizational data to and analyzes results of compensation surveys.
• Participates and develops recommendations for annual salary administration programs, including creation and maintenance of pay structures and development of incentive and/or salary increase budgets.
• Reviews and approves job offers to ensure compliance with established MOU’s, policies, and procedures. Approves wage and salary changes resulting from reclassifications, promotions or other job changes, or market adjustments, and payments associated with approved bonus and incentive award plans.
• Completes salary surveys, special studies, position audits, and job classification studies. Reviews, analyzes, and evaluates positions for proper classification, including FLSA status and pay level assignment.
• Collections data on industry standards and best practices. Analyzes internal pay equity. Evaluates the cost impact of changes to base pay rates and incentive programs.
• Affords staff support and coordination, as necessary, for the Citizens’ Compensation Advisory Committee, carrying out special studies as requested by the committee, and preparing special reports and policy recommendations.
• Performs other duties as assigned.

Qualifications

• Bachelor's degree in human resources, business management, public administration, or a related field, and six or more years professional level human resources experience, including classification & compensation experience in conducting job analysis; market analysis; developing, writing and/or revising job descriptions; and conducting salary studies.
• Education may be substituted on a year-for-year basis for up to a maximum of four years.
• Ability to operate a personal computer and various office software programs (including Word, Excel, PowerPoint, etc.), compensation management, and HRIS systems used to create reports, documents, and general correspondence; records management; payroll; and personnel tracking systems.
• Detail-oriented and self-directed.
• Possess demonstrated ability to quickly shift focus, adapt to changing priorities, handle multiple tasks simultaneously.
• Demonstrated commitment to customer service and ability to convey a “business partner” mentality.
• Possess demonstrated ability to build and maintain relationships of trust with stakeholders and customer departments while reviewing and resolving classification and compensation issues with employees and management.
• Possess demonstrated ability to maintain confidence in areas of communications, HR work-product, and matters of political sensitivity.
• Possess demonstrated ability to interpret and implement applicable laws and policies.
• Possess demonstrated ability to work well independently and have a collaborative, team-oriented approach.
• Understanding of the potential impact related decisions have on recruitment and selection, performance management, succession planning, and career development.
• Strong verbal and written communication skills.

Preferred Qualifications

• Possession of one or more of the following certifications: Certified Compensation Professional (CCP), Professional in Human Resources (PHR)/SPHR, and/or any other job-related professional certification.
• Experience completing large scale classification studies.
• Experience performing classification and compensation work in a public sector and/or union environment, including cost analysis for collective bargaining.
• Experience working in a centralized HR department with a business partner model.