Senior Classification & Compensation Analyst (may underfill

Position Title

Senior Classification & Compensation Analyst (may underfill)

Working under minimal supervision, incumbent applies expert knowledge required for development, implementation, and interpretation of compensation plans, pay practices, market pay analysis, position classification, and labor market trends. At this level, the analyst possesses organizational knowledge, understanding, and the ability to handle complex issues/problems and refers only the most complex issues to higher-level staff.

• Serve as a trusted compensation advisor by partnering with department leaders to provide strategic guidance on classification, compensation, market trends, and pay decisions while building strong, collaborative relationships.
• Analyze complex compensation data by conducting market analyses, salary studies, job evaluations, and classification reviews to develop equitable, competitive, and legally compliant compensation recommendations.
• Communicate with confidence and influence by presenting complex compensation information clearly to employees, leadership, and executive stakeholders while exercising sound judgment, professionalism, and discretion in politically sensitive situations.
• Initiate and perform 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.
• Evaluate jobs by documenting responsibilities and requirements in job descriptions.
• Contribute organizational data to and analyze results of compensation surveys.
• Participate and develop recommendations for annual salary administration programs, including creation and maintenance of pay structures and development of incentive and/or salary increase budgets.
• Review and approve job offers to ensure compliance with established MOU’s, policies, and procedures.
• Approve wage and salary changes resulting from reclassifications, promotions, or other job changes, market adjustments, and payments associated with approved bonus and incentive award plans.
• Complete salary surveys, special studies, position audits, and job classification studies.
• Review, analyze, and evaluate positions for proper classification, including FLSA status and pay level assignment.
• Collect data on industry standards and best practices and analyze internal pay equity.
• Evaluate the cost impact of changes to base pay rates and incentive programs.
• Assist with development, administration, and implementation of effective compensation strategies following industry standards and best practices.
• Prepare various ad hoc statistical reports and correspondence with elected officials, department leadership, and executive staff.
• Provide staff support and coordination as necessary for the Citizens’ Compensation Advisory Committee, carrying out special studies as requested and preparing special reports and policy recommendations.
• Perform other duties as assigned.

• 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.
• 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.
• 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.
• A…