Compensation Analyst II

General Definition of Work

The Compensation Analyst II, under intermittent supervision, performs complex work with limited decision-making discretion in the administration, development, and communication of district-wide compensation programs. Position provides expertise related to job evaluation, market pricing, benchmarking, compensation analysis, salary administration, and the implementation of compensation programs, practices, and policies. Employee performs district-level work to carry-out Board of Education policies under the direction of the Director of Compensation.

Qualifications

To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Salary/Status

Salary NC 16/ Full-time, 12 months

Reports To

Director of Compensation

Place of Work

The normal place of work is on the premises used by Charlotte-Mecklenburg Schools. Charlotte- Mecklenburg Schools reserves the right to require you to work at such other place(s) as it may reasonably require from time to time.

Essential Functions

• Adhere to all state, federal, and local laws, policies, and procedures
• Develop, design and implement pay structures, including determining appropriate pay grades for new or revised jobs
• Consult, advise, and make recommendations regarding compensation decisions
• Develop and administer compensation program initiatives, including classification reviews, strategies, policies and practices, salary structures, and short- and long-term programs
• Recommend pay rates for new hires, rehires, promotions, demotions, and other job change actions
• Implement bonus programs and assign additional individual compensation as appropriate; submit payments requests to Payroll for processing
• Partner with leadership to draft and update job descriptions; maintain a database of current job descriptions
• Identify and assign FLSA status for all jobs
• Administer annual salary increases, including preparing related cost analyses, calculating new rates, and processing increases for staff
• Audit salary amounts to ensure accuracy and adherence to state and local policies; identify discrepancies, investigate errors or issues, and implement solutions
• Perform market research and respond to market surveys as necessary
• Conduct analysis of market data to determine CMS’s overall competitive compensation position; make recommendations on adjustments to market rate for salaries
• Participate in activities relating to Fair Labor Standards Act (FLSA) compliance issues and prepare related analyses to ensure compliance with FLSA regulations and other federal and state laws
• Ensure employee length of service and longevity date records are accurate as defined by NC DPI policies; research and adjust records as necessary
• Calculate, process, and audit longevity payments for eligible employees while ensuring compliance with NC DPI guidelines
• Perform complex cost and data analysis to develop projections for budgetary or strategic purposes
• Create and maintain district organizational charts; review department structure and reporting hierarchy for newly created positions and proposed organizational changes
• Prepare a variety of communication to enhance transparency and understanding of compensation plans and policies, including website content
• Perform related work as assigned or required

Knowledge, Skills, Abilities

• Thorough knowledge of applicable policies, state statutes, and federal laws/regulations, including wage and hour laws, NCDPI employment and benefit policies, and School Board policy
• Thorough knowledge of current compensation theory, wage and salary practices, job evaluation methods, pay plan design, and reward strategies
• Skilled in computer programs used for word processing, spreadsheets, and databases including Microsoft Office and Google Workspace
• Skilled in advanced Microsoft Excel functions including VLOOKUPS, PivotTables, and complex formulas
• Skilled in complex mathematics and analysis
• Skilled in problem-solving, critical thinking, attention to detail, and time management
• Skilled in communication, both verbal and written
• Ability to understand and interpret/apply applicable policies, state statutes, and federal laws and regulations
• Ability to collect and analyze data to make data-driven decisions
• Ability to develop spreadsheets, reports, and records
• Ability to write clear and concise communication regarding compensation programs
• Ability to establish and maintain positive relationships and work collaboratively
• Ability to communicate effectively with a variety of audiences, verbally and in writing
• Ability to organize, prioritize, manage, and carry out duties efficiently and within established timeframes as well as adapt to changing demands or priorities
• Ability to maintain confidentiality
• Ability to work effectively in a deadline-driven, rapidly changing team environment

Education and Experience

• Bachelor’s degree from an accredited institution required
• Minimum of two (2) years’ work experience administering compensation programs or preparing other complex data analysis required
• Human resources or compensation certification preferred such as Senior Professional in Human Resources (SPHR), Professional in Human Resources (PHR) certification, SHRM-Certified Professional (CP), SHRM-Senior Certified Professional (SCP), or Certified Compensation Professional (CCP) designation)
• Equivalent combination of education and experience