HR Compensation Analyst

Job Title Summary

Specialist, Classification and Compensation

Division:
Human Resources Evaluation Group:
Staff FLSA Status:
Exempt

Reports To:

Assistant Vice President, Human Resources

Positions Supervised: N/A

The classification and compensation specialist oversees and administers employee compensation programs and position control.

The intent of this job description is to provide a representation of the types of duties and level of responsibility that will be required of positions given this title. This job description shall not be construed as a declaration of the total of the specific duties and responsibilities of any particular position. Employees may be directed to perform job-related tasks other than those specifically presented in this description.

• Manages the development, implementation, and administration of the University’s classification and compensation programs
• Conducts market salary research and benchmarking positions against external data; serves as the institution's primary administrator for compensation surveys, ensuring timely and accurate participation in local, regional, industry-specific, and higher education salary surveys
• Establishes internally equitable compensation rates while keeping in line with the external market
• Develops, reviews, and maintains job descriptions to ensure accurate documentation of essential functions, qualifications, reporting relationships, and compensation alignment
• Reviews new and existing positions to ensure accurate FLSA exemption status and proper job classification for alignment with regulations and organizational structure
• Approves new hire recommendations, salary offers, and data inputs within Workday to ensure compliance with University policies and wage and hours laws
• Ensures compliance with applicable federal, state, and local compensation-related laws and regulations, including the Fair Labor Standards Act (FLSA), Equal Pay Act, and other relevant employment laws across the various states in which the University operates
• Leverages Workday and Adaptive Insights to ensure position control, adherence to personnel budget, and accurately track personnel changes and funding
• Collaborates with HR leadership and HRIS to develop Workday Adaptive Insights and Workforce Planning to accurately assess the current competition and forecast future demand for qualified professionals
• Facilitates faculty and staff raise increase process, reviews raise recommendations and distributes accurate faculty agreements and staff raise letters
• Works closely with HR leadership in managing all position allocations and reorganizations
• Conducts periodic audits of compensation programs and practices to identify opportunities for improvement
• Maintains accurate compensation records and documentation
• Utilizes HRIS and reporting tools to support compensation planning and decision-making
• Provides training and guidance on compensation practices, salary administration, and job classification processes
• Supports University leaders by conducting staffing-related research and data analysis aimed at aligning workforce needs with University initiatives
• Models, supports, and holds others accountable to the University’s values, builds rapport with leaders across the university, communicating in a concise, customer-focused manner
• Collaborates with managers to determine staffing needs, designs and adjusts salary structures, and develops policies and procedures related to the compensation program
• Prepares communication related to compensation
• Leads or supports special projects related to compensation, organizational effectiveness, and workforce strategy
• Participates in HR system implementations, upgrades, and process…