Sr. Compensation Analyst (Compensation)

Specific Duties & Responsibilities

• Supports and advises designated client areas on critical matters related to staff compensation, including job classification, minimum qualifications, pay equity, starting salaries, internal equity and compression and market benchmarking.
• Assists with development of job descriptions for new positions and advises on job description changes related to position restructuring or revised job scope.
• Performs position classification reviews/job analysis to recommend appropriate title and salary range based on an understanding of the nature, scope and complexity of a position and relevant market pay data.
• Serves as the initial position approver within the HR system to facilitate the recruiting process.
• Conducts standard research requiring an understanding of relevant jobs, labor markets, and competitor organizations/industries.
• Conducts special studies of salary and pay administration practices, as requested by designated client areas.
• Performs analyses of employee compensation for internal equity and external competitiveness.
• This includes review of external benchmark data in the MarketPay system, along with extensive review of internal data from the SAP payroll system, Success Factors Recruiting and various other document management systems.
• Consults with members of the talent acquisition team on matters related to candidate minimum qualifications, salary offers and internal equity considerations.
• Serves as compensation subject matter expert for client areas, in relation to compliance questions, workflow changes and/or general job design inquiries.
• Collaborates with other members of the compensation and HR team for guidance on more complex and difficult assignments and issues.

Qualifications

• Bachelor's Degree in Human Resources, Business Administration, or another related field.
• Five years of progressively responsible experience in human resources administration, with three years progressively responsible experience in compensation administration strongly preferred.
• Additional education may substitute for required experience, and additional related experience may substitute for required education beyond a high school diploma/graduation equivalent, to the extent permitted by the JHU equivalency formula.