TITLE: Human Resources Compensation Analyst
Under the direction of the Human Resources Manager performs a variety of responsible professional, technical and analytical classification and compensation activities related to the maintenance of the college compensation system. Maintains and ensures consistent application of the college’s classification standards for job classes; and/or other related activities.
The Human Resources Compensation Analyst is distinguished from other human resources positions by its responsibility for supporting the maintenance of the college’s compensation system.
TYPICAL DUTIES AND RESPONSIBILITIES
- Reviews new positions in anticipation of recruitment to ensure appropriate classification. Based on position-specific information, determines if an existing description can be used for classification. As necessary, modifies and creates new descriptions which accurately reflect current roles, responsibilities and requirements.
- Uses published or conducts ad hoc surveys to obtain and analyze market pay rates. Makes recommendations on appropriate pay grade level. Reviews recommendations within PCC context for internal equity. Prepares reports on findings and handles administrative steps to formalize recommendations.
- Reviews employees’ request for job reclassification and makes classification/pay level determination. This includes reviewing job questionnaires, conferring with managers and employees, evaluating jobs and preparing written reports on findings. Communicates with stakeholders regarding the result of compensation work.
- Reviews jobs as part of a broader effort including reorganizations, contractual reviews or project, including both job audit and evaluation. Document job-specific findings and recommendations to contribute to a comprehensive project report.
- Responds to employee classification appeals; organizes and participates in the formal appeal hearings process.
- Working within PCC systems and procedures, ensures all aspects of job creation are addressed in a timely manner i.e. creation of position numbers, posting of new and revised descriptions, etc.
- Researches situations as they arise related to aspects of compensation to provide clarity for resolution in consideration of contract provisions, historical practices, similar situations, etc.
- Reviews and recommends salary placements for new hires as requested.
- Provides data input to annual salary surveys in which the college participates.
- Positions in this classification may perform all or some of the responsibilities above and all positions perform other related duties as assigned.
Bachelor’s degree in Human Resources, Business or other discipline directly related to the position. Relevant experience may substitute for the degree requirement on a year-for-year basis. Two years as a journey-level Compensation Analyst in Human Resources is required.
KNOWLEDGE AND SKILLS
- Human Resources principles and best practices in compensation including job analysis/evaluation;
- Applicable Federal, State, and local rules, regulations and/or statutes;
- Research methods and data analysis techniques;
- Excel for analysis of data;
- Employee relations principles and practices;
- Customer service principles.
Demonstrated skill in:
- Conducting studies and preparing sound recommendations;
- Analyzing and interpreting policies, practices and procedures;
- Preparing written reports for varied audiences;
- Maintaining confidentiality;
- Conducting research, analyzing information and data and presenting findings in a concise format;
- Addressing difficult situations in a constructive manner;
- Utilizing computer technology used for communication, data gathering and reporting;
- Negotiation and problem solving;
- Building a rapport with employees and managers in conducting job reviews;
- Working with diverse academic, cultural and ethnic backgrounds of community college students and staff.
WORK ENVIRONMENT AND PHYSICAL REQUIREMENTS
Work is generally performed in an office environment, with interruptions and irregularities in the work schedule. Frequent reaching, sitting, walking, and standing may be required. No special coordination beyond that used for normal mobility and handling of everyday objects and materials is need to perform the job.