Compensation and Classification Analyst
Posted on Nov 11, 2018 by Georgetown University
Compensation and Classification Analyst - Human Resources Department
The Compensation Analyst is responsible for assisting with the administration of the compensation and classification programs for the University, consistent with the mission, values and policies of the organization. The role also provides direct high level support for the administration of the University's staff and AAP compensation policies and procedures. Duties include but are not limited to:
- Performs compensation salary surveys, job analysis, research studies, and participates in the maintenance of the University's staff and AAP job classification and compensation data. Provides day-to-day advice and support to Human Resources staff, and the University community as appropriate on compensation and classification issues involving the interpretation and application of compensation policies, guidelines, and procedures.
- Provides strategic operational oversight of projects and compensation initiatives with an emphasis on analysis and a focus on improving day-to-day activities.
- The Compensation Analyst is responsible for analyzing jobs, and reviewing job descriptions and applying University job evaluation techniques to establish equitable placement within the University's pay structure, FLSA, and AAP status, grade placement and salary levels.
- Analyzes the University's compensation policies in relation to federal wage and hour regulations, prevailing rates for similar jobs in comparable industries or geographic areas, and recommends changes as appropriate to establish and maintain competitive rates.
- Advises on compensation practices, policy interpretation, problem resolution, and compliance with University policy. Refers complex/legal issues to Manager.
- Determines the effectiveness of compensation practices by analyzing market trends, and departmental compensation levels and equity, including retention rates; and job data, preparing a variety of reports, analyzing comp-ratios, economic indicators, and equity studies.
- Reviews salary structure on a regular basis to ensure the University's competitiveness within the marketplace.
- Bachelor's degree in Human Resources, Business Administration, Economics or related field
- 3 years prior experience preferably in Human Resources, compensation, or data analysis
- Knowledge of principles, practices and techniques of Human Resources and/or compensation including FLSA regulations strongly preferred
- Understanding of salary surveys, design, data collection, statistical calculations and interpretation; and market matching and pricing preferred
- Knowledge of market compensation strategies, market pricing, and best practices and trends in compensation and classification preferred
- Experience with collecting, and analyzing statistical data, and generating reports. Along with experience effectively and persuasively presenting data and explaining technical issues to various management levels in simple, nontechnical language
- Experience drafting and analyzing job descriptions, and advising on job specific, knowledge, skills and abilities relevant to perform the essential functions of a job
- Understanding of legal and regulatory requirements related to Human Resources
- Knowledge of Workday HRIS system strongly preferred
- Strong knowledge and application of data and statistical applications required
- Ability to utilize technology to access data, maintains records, create presentations and generate reports
- Strong interpersonal, oral and written communication skills, with the ability to deal effectively with a wide variety of individuals from diverse backgrounds and provide quality customer service
- Experience working with databases and applying technology skills and knowledge
- Experience in developing extracting and analyzing reports with Excel, and strong reporting knowledge
- Demonstrated quantitative/analytical skills; and personal commitment to excellence, particularly in the areas of data accuracy, strong analytical skills, problem solving/troubleshooting, with strong attention to detail
- Ability to influence and build credibility by effectively engaging clients
- Strong decision-making and problem-solving skills, including the ability to collect and analyze information
- Ability to maintain confidentiality
- Knowledge of federal and state wage and salary laws and regulations; survey methodology; various methods of job evaluation (point-factor, decision-banding, broad-banding, etc.)
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