Compensation Analyst

Title: Compensation Analyst

Location: Portland, OR 97201

Duration: 3 Months

Shift: Day 5x8-Hour (08:00 - 17:00)

Pay Rate:$42.00 - $44.00 per hr

Description:

8-5 with lunch. Flexibility available

Bachelors in Human Resources or related field (or equivalency in Education/Experience/Training)

Two years of HR administration experience

Preferred: Experience in compensation administration related activities and Experience with union contracts

•Knowledge of HR principles and practices

•Knowledge and experience with compensation programs/principle such as classifications, salary surveys, compensation structures, etc

•Ability to handle superior level of confidentiality concerning employee information.

•Intermediate level experience with Excel

•Ability to manage small projects from concept to implementation. Can take a set of requirements to define and scope a project, develop a plan, implement the plan and then bring closure to the project through a review.

The Compensation Analyst provides professional-level assistance in the development, installation, cost analysis, and administration of the client compensation program. This includes job analysis and design, job classification review, workforce management, systems support and development, and maintenance of compensation tools and documentation.

This position works closely with HR Business Partners and HR staff by serving as a compensation resource for the interpretation, application, and administration of internal and external compensation-related policies and guidelines.

1. Compensation Consultation, Review and Analysis –

a. Consults with managers and HR staff in creating and/or revising position descriptions. In some cases, requires writing draft position description as a starting point.

b. With support from senior team members, recommends classifications and salary grades for new and revised positions. This requires research of available market data or internal sources to create a new classification and grade assignment.

c. Provides guidance and consultation to HR partners on actual pay consideration; may be related to new hire offers, job reclassification, internal development, equity, merit or other considerations. Requires knowledge and familiarity with structure, equity and compa-ratio analysis.

d. Provides support to HR and management staff concerning interpretation of compensation practices and guidelines.

2. Compensation Administration

a. Responsible for accurate review and timely processing of requests requiring compensation approval or oversight, e.g., new positions, reclassification requests, special pay changes, one-time payments, HRIS/Compensation Audits.

b. Serves as a technical resource for compensation-related policy and guidelines. Includes providing accurate and timely consultation to managers and employees regarding internal guidelines, e.g., utilization of research rank, AFSCME classifications, general contract language and application, external (e.g., BOLI, FLSA) compliance requirements, etc.

c. Compensation related data input, including initial position and job creation in HRIS, position number changes, and maintenance of compensation plan and classification specifications on HR website.

3. Product/Systems Maintenance and Development

a. Actively participates in ongoing review of compensation processes, policies and tools. This includes assisting with the management of job documentation, job descriptions, databases and tables related to job codes, salary grades, etc.

b. Develops as needed, ad hoc reports or downloads related to compensation activities and analyses.

c. Participates in activities related to Oracle improvements and maintenance. Serves as a compensation content point of contact related to system applications and needs.

4. Compensation Project/Process Support

a. Supports and in some cases, may lead an assigned compensation project or process coordination effort. Examples include, but are not limited to:

i. Annual Merit Administration Process

ii. Across the Board Annual Increases

iii. Collective bargaining implementation

iv. Salary Structure Adjustments (Classified and Non-classified)

v. NOA creation