Compensation Analyst, Business

Starting placement will generally not exceed 15% of the advertised initial salary range and is based on qualifications, experience, and internal equity.

The Compensation Analyst is responsible for designing, implementing, and evaluating compensation strategies that promote internal equity, external competitiveness, and alignment with organizational goals. This role conducts comprehensive market research, benchmarks job positions, and analyzes compensation data to support the development and maintenance of salary structures, incentive programs, and compensation policies.

In collaboration with departmental leadership, this position ensures that compensation practices comply with legal requirements, support employee retention and engagement, and reflect the County's commitment to fair and competitive pay. Additionally, the Compensation Analyst oversees the administration and coordination of the County’s Classification and Pay Plan, ensuring alignment with internal policies and procedures. Using compensation best practices and data‑driven insights, this position plays a critical role in attracting, motivating, and retaining a high‑performing workforce.

NOTE: The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The Job Description Questionnaire (JDQ) reflects a more detailed description of the position. Neither the job description nor the JDQ constitutes an employment agreement. Both are subject to change as the needs of the County and requirements of the job change.

• Plan, develop, implement, and administer compensation programs to maintain competitive practices.
• Update and maintain wage and salary surveys, salary matrix, salary job structure and benchmarking studies.
• Work with other state agencies related to matters of garnishments, child support, and other income withholding matters.
• Prepares and maintains job descriptions for each position in the organization.
• Ensures descriptions accurately reflect the work being performed by incumbents.
• Administer base pay and annual increase process. Ensures adherence in the determination of merit increases and consistency towards other salary adjustments, annual evaluations, and special situations.
• Conduct compensation activities including job evaluation, market pay analysis, internal equity analysis, cost projections, data audit and analysis, implementation, training, and communication strategies.
• Reviews JDQ (Job Description Questionnaire) forms from managers to document job, organizational, and occupational information including duties, responsibilities, and skills required for each job.
• Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.
• Benchmarks jobs against survey data and other market data to determine competitive compensation ranges for each position.
• Prepares and maintains job classifications and salary scales.
• Prepares and presents summary reports of job analysis and compensation analysis information.
• Gathers data from market-based compensation surveys and uses spreadsheet and data analysis techniques to assess results and market trends.
• Evaluates and implements job analysis instruments and materials.
• Conducts data and cost analyses to be used in employee negotiations and new policy implementation.
• Identify and recommend improvements and efficiencies around compensation processes and programs.
• Plans and communicates preferred methods and best practices for hiring, training, compensating, and evaluating employees.
• Advises management on applicable state and federal employment regulations as it pertains to compensation.
• Conducts individual or departmental classification reviews by analyzing job description questionnaires.
• Recommends appropriate classification and salary ranges for positions.
• Conduct market and trend analyses through salary survey input and market intelligence/research on an ad hoc and annual basis.
• Ensure compensation programs and job classifications comply with applicable wage and hour laws.
• Identify and recommend improvements and efficiencies around compensation…