Compensation Analyst, HR​/Recruitment

Job Description

Compensation Analyst (252512)

252512

Human Resources

Not specified

Full-time (M-F, 8-5) Onsite

Commensurate based on education and experience

Yes

Resume, Cover Letter

Are you passionate about fair and competitive pay practices? We're looking for analytical, detail‑oriented professionals to help shape our compensation strategies. As a key member of our HR team, you'll evaluate job classifications, analyze salary data, and ensure compliance with federal and state regulations. Whether you're starting out or bringing years of experience, you'll play a vital role in maintaining equity and transparency across our organization.

If you're ready to make an impact and grow your career in compensation, we want to hear from you!

Compensation Analyst: Provides guidance and coordination on job classification and associated compensation matters. Assists departments with the process and makes recommendations.

• Evaluates staff positions and their respective duties to determine the appropriate classification, exemption status, and salary grade.
• Interprets university policies and procedures, federal and state laws and advises on compliance regarding a variety of compensation issues.
• Creates or revises position descriptions. Maintains HRMS data including new titles, job codes, salary grades, and position description updates.
• Analyzes salary data and prepares summaries, queries, and reports for salary equity reviews.
• Conducts and participates in compensation surveys or special compensation studies for external benchmarking.
• Reviews and processes personnel transaction forms (ePAFs) related to compensation activities.
• Determines the appropriate classification of workers as an employee or independent contractor.
• Performs various duties as needed to successfully fulfill the function of the position.

Bachelor's Degree in Business Administration or related field, and 12 months working in a compensation and/or human resources role, performing data analysis, or other relevant experience.

Equivalency / Substitution:
Experience or a combination of education & related experience can be considered in lieu of a degree. A one-to-one ratio is used to determine the number of years of experience required in place of a degree.

Responsible for staff support activities to develop, implement, and administer compensation policies and programs. Audits job content and prepares job descriptions. Recommends company salary structure movements, salary increase budgets, and FLSA exemptions. Ensures company compliance with federal and state laws governing compensation practices. This includes providing guidance and making recommendations on base salary levels, position hiring ranges, supplemental payments, and appropriate grade assignments.

Advises on job titles and codes, and supports temporary staffing decisions by recommending appropriate titles and salary options.

• Develops and maintains job descriptions and determines FLSA exemption status including analyzing new positions and reclassification requests to appropriately determine job classification.
• Conducts and participates in compensation activities including surveys, market review studies for external benchmarking, pay equity analysis, job evaluations, job analysis and audits.
• Researches and compiles data and presents findings to the appropriate audience.
• Creates and maintains standard compensation reports, ad hoc reports and queries.
• Provides recommendations regarding base salary levels, position hiring ranges, supplemental payments and appropriate grade assignment in accordance with established campus structure and guidelines.
• Reviews proposed salary adjustments for conformance to established guidelines and recommends corrective or alternative actions to resolve compensation-related problems.
• Ensures compliance with relevant laws and regulations.
• Maintains People Soft Foundation Tables including new titles, job codes, salary plans and position description updates.
• Attends meetings as required…