What are the responsibilities and job description for the HR-Classification & Compensation Analyst position at Classification & Compensation Analyst - Team Georgia Careers?
JOB SUMMARY: Under general supervision, provides analysis, research and technical expertise in a specific area of personnel within an organization. Assists with projects that have a significant impact on the agency. The Classification & Compensation Analyst is responsible for analyzing, evaluating, and maintaining job classifications and compensation structures to ensure accuracy, compliance, and internal equity across the organization. This role reviews job descriptions, duties, and organizational needs to determine appropriate classification codes and pay structures in alignment with federal, state, and agency standards. The analyst also supports the design, administration, and continuous improvement of compensation programs, including market benchmarking, job architecture, and pay‑related audits.
POSITION SPECIFIC DUTIES:
Analyze job duties, responsibilities, and minimum qualifications to determine accurate classification, compensation, FLSA and pay grade assignments.
Review and validate job descriptions for accuracy, consistency, and alignment with organizational job structures.
Perform job analysis by gathering and evaluating job information through interviews, questionnaires, and organizational charts to support classification decisions.
Conduct market benchmarking by performing salary surveys, market pricing, and external competitiveness analyses to inform pay recommendations.
Assist in developing competitive and compliant compensation structures that align with organizational goals.
Develop compensation dashboards, analytics, and reports for HR leadership and stakeholders.
Ensure adherence to compensation policies, pay practices, and regulatory requirements by performing compliance audits to support job families, leveling guides, and internal equity structures.
Provide compensation recommendations and guidance on pay adjustments, promotions, reclassifications, and internal equity considerations.
Maintain data integrity within HRIS and payroll systems.
Collaborate cross functionally within HR and the department to ensure accurate compensation data and strong internal controls.
Advise leaders and stakeholders by providing insights on compensation trends, job design, and workforce planning impacts.
And other duties may be assigned.
AGENCY SPECIFIC QUALIFICATIONS:
Associate’s degree in human resources AND Two years of professional-level human resources experience OR Four years of professional level human resources experience. NOTE: The above-mentioned experience should include interview and selection process, classification and compensation, job studies, market data collection, onboarding, workforce planning, job analysis, recruitment, and working knowledge of FLSA exempt/nonexempt regulations.
Experience in compensation analysis, job evaluation, HR analytics, or classification work
Experience interpreting human resources policies, processes, and practices
Proficiency with Excel, HRIS systems, and compensation tools
Excellent communication and interpersonal skills with experience successfully building relationships with peers to be viewed as a trusted resource for advice and guidance.
Ability to make sound and well-informed decisions with strong analytical problem solving and critical thinking skills.
Ability to act objectively while coaching employees and leaders through issues that are complex, difficult, or sensitive in nature.
Excellent customer service skills with diplomacy and professionalism to effectively respond and resolve internal and external customer needs.
Possess good time management skills with the demonstrated ability to pivot to other urgent critical projects.
AGENCY PREFERRED QUALIFICATIONS:
Bachelor’s degree in human resources and Three years’ human resources experience specifically in classification and compensation of jobs.
World at Work-CCP Certification or SHRM CP certification
Knowledge of PeopleSoft HRMS, Workday or similar employee management software.
Experience adopting to changing priorities in a goal based and/or deadline driven work environment.
Advanced Excel skills (PivotTables, VLOOKUP/XLOOKUP, data modeling)
Knowledge of compensation regulations, and market pricing methodologies
GDOT IS AN EQUAL OPPORTUNITY EMPLOYER