Analyst II, Human Resources, Classification and Compensation

ABOUT USThe Howard County Public School System (HCPSS) is one of the leading school systems in Maryland and the nation. To learn more about us and our 2024
-2029 Strategic Plan , please visit our website and our careers page . Join our award-winning workforce and make a difference in the lives of our students!

ABOUT THE APPLICATION PROCESS Before you begin, please read the job posting below carefully including the

Application Requirements specific to this position. Be sure your application reflects experience and education required to meet the minimum and any preferred qualifications listed. Our application guide includes detailed instructions to assist you. Once your application has been submitted, you will not be able to add documentation or make any changes.

Please note that application submission will be available only through 11:59 PM on the date p rior to the indicated end date. If no end date is indicated, the posting will remain open indefinitely .Job Posting End Date:

Reminder:
Current permanent and temporary employees must apply through the Jobs Hub in Workday, not the external career site.

DESCRIPTION Reporting to the Executive Director of Human Resources, the Human Resources Analyst II, Classification and Compensation Analyst II plays a key role in developing and implementing compensation and classification strategies, policies, programs, and initiatives. This position oversees compensation plans, classification reviews, desk audits, and position description evaluations to ensure equitable and compliant practices. Additionally, the Analyst conducts salary research and trend analysis to support data-driven decision-making.

As a subject matter expert in classification and compensation, the Analyst II provides guidance, training, and strategic support to HCPSS employees and leadership on best practices for effective classification and compensation systems.

HCPSS is actively building and refining the foundational components of its classification and compensation program, making this an exciting opportunity for a professional who is energized by continuous improvement and wants to help shape and modernize these critical HR functions.

MINIMUM QUALIFICATION SA combination of education and experience may be considered.

Education Bachelor’s degree from an accredited college or university.

Experience Four (4) years of professional human resources experience , which includes at least two (2) years of experience in classification and/or compensation.

PREFERRED QUALIFICATIONS Bachelor’s degree from an accredited college or university in Human Resources, Business Administration, Finance, or a related field.

Experience with classification and compensation in a PreK-12 or other education al environment.

Experience utilizing Workday or a similar Human Capital Management System in classification and compensation .Proficiency with Microsoft Excel advanced functions such as VLOOKUP and pivot tables.

ESSENTIAL POSITION RESPONSIBILITIES The below list is a summary of the functions of the job, not an exhaustive or comprehensive list of all possible job responsibilities, tasks, and duties.

Classification & Job Evaluation Conduct s job evaluations, classification reviews, and desk audits to ensure role alignment and internal equity.

Develop s and maintain s job descriptions, ensuring they accurately reflect responsibilities, qualifications, and organizational structure.

Make s recommendations, including job analysis, job description review, and pay grade classification.

Compensation & Salary Administration Conduct s salary market research and benchmarking to maintain competitive and equitable compensation structures.

Analyze s compensation trends, salary surveys, and workforce data to make informed recommendations.

Administer s pay structures, salary adjustments, and incentive programs in alignment with collective bargaining agreements.

Ensure s compliance with FLSA, EEOC, and other applicable regulations related to compensation.

Policy Development & Training Collaborate s with department leaders to assess job roles and make recommendations for appropriate job classifications and salary grades.

Act s as an advisor to…