Senior Compensation and Classification Analyst

Responsibilities

• Support the administration and continuous improvement of the staff job classification framework, ensuring consistency in job families, titles, grading structures, and classification standards across the university.
• Evaluate and classify staff positions including determination of job families, salary grades, and FLSA exemption status in accordance with federal and state wage and hour regulations.
• Review and analyze FLSA classification requests related to new positions, position revisions, or reclassification requests and maintain supporting documentation for classification determinations.
• Maintain documentation supporting classification and FLSA determinations to ensure consistency and defensibility.
• Provide recommendations regarding job classification, compensation levels, and titling practices.
• Conduct compensation analysis and parsonage allowance determinations for eligible roles in accordance with applicable tax regulations and university policy.
• Administer and maintain the MarketPay compensation platform, including loading survey data, managing benchmark job matches, and conducting benchmarking analysis.
• Prepare and submit institutional compensation data for participation in external compensation surveys and analyze survey results to inform benchmarking.
• Develop blended market comparisons when roles do not align with a single survey benchmark.
• Prepare reports on compensation trends, internal equity, and market competitiveness.
• Develop and maintain benchmark matching methodologies and documentation standards to support consistent compensation analyses.
• Support the implementation and documentation of Wesleyan’s staff job architecture and compensation framework, establishing the processes and standards needed for consistent long-term administration by the Human Resources team.
• Conduct classification analyses for unionized staff positions in alignment with collective bargaining agreements and institutional classification frameworks.
• Prepare compensation analyses and workforce reports to support collective bargaining negotiations.
• Review and standardize staff job titles across the university and align titles with established job architecture.
• Audit and update position descriptions to ensure consistency, clarity, and alignment with job classification standards.
• Support the implementation and maintenance of job families, career ladders, and titling conventions across the institution.
• Analyze organizational structures, spans of control, and reporting layers to identify inefficiencies or title inflation and provide recommendations that support sustainable organizational design.
• Support departmental organizational reviews and restructuring initiatives.
• Review and evaluate independent contractor and temporary worker classification requests to ensure compliance with employment regulations and university policy.
• Partner with HR leadership, Payroll, and HRIS on worker classification and position management processes.
• Evaluate and designate essential employee status for positions in collaboration with institutional leadership.
• Provide consultation, analytical support, and subject matter expertise to HR staff, department leaders, and senior administrators regarding compensation, classification, job design, organizational structure, and workforce planning matters.
• Evaluate promotion and reclassification requests to ensure alignment with institutional classification frameworks and internal equity.
• Maintain documentation of the university’s job architecture, classification standards, and compensation frameworks.
• Develop procedures, reference materials, and implementation guidance to support ongoing administration of compensation and classification programs.
• Develop recommendations and supporting documentation related to position reclassification and promotion guidelines.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Economics, Public Administration, Organizational Development, or a related field, and at least five years of progressively responsible experience in compensation, classification, job architecture, HR analytics, or a related field; or an equivalent combination of education, training, and experience.
• Demonstrated experience evaluating and classifying positions including determining job levels, salary grades, and job family placement.
• Demonstrated knowledge of FLSA exemption standards and wage and hour regulations.
• Experience conducting compensation benchmarking and salary analysis using compensation survey data or labor market data.
• Demonstrated experience preparing, analyzing, or participating in compensation surveys or labor market benchmarking processes.
• Strong analytical and critical thinking skills with the ability to interpret compensation data and identify internal equity or compression issues.
• Demonstrated experience analyzing organizational structures, reporting relationships, or workforce data to support classification and compensation decisions.
• Experience working with HRIS systems and workforce data, including job catalog structures (job profiles, job families, and position management frameworks), to support job classification, compensation programs, and data-driven analysis of compensation trends.
• Demonstrated experience evaluating position scope or reviewing promotion, reclassification, or job design requests within a structured classification framework.
• Demonstrated ability to communicate compensation and classification concepts clearly to a variety of audiences.
• Demonstrated ability to consult with managers and HR colleagues regarding compensation and classification decisions.
• Demonstrated ability to exercise sound professional judgment and maintain confidentiality when working with sensitive compensation data.
• Demonstrated ability to independently manage complex projects and priorities while collaborating effectively with leaders across multiple organizational levels.