Compensation Analyst

General Description of Duties

Starting placement will generally not exceed 15% of the advertised initial salary range and is based on qualifications, experience, and internal equity.

The Compensation Analyst is responsible for designing, implementing, and evaluating compensation strategies that promote internal equity, external competitiveness, and alignment with organizational goals. This role conducts comprehensive market research, benchmarks job positions, and analyzes compensation data to support the development and maintenance of salary structures, incentive programs, and compensation policies.

In collaboration with departmental leadership, this position ensures that compensation practices comply with legal requirements, support employee retention and engagement, and reflect the County's commitment to fair and competitive pay. Additionally, the Compensation Analyst oversees the administration and coordination of the County’s Classification and Pay Plan, ensuring alignment with internal policies and procedures. Using compensation best practices and data-driven insights, this position plays a critical role in attracting, motivating, and retaining a high-performing workforce.

NOTE: The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The Job Description Questionnaire (JDQ) reflects a more detailed description of the position. Neither the job description nor the JDQ constitutes an employment agreement. Both are subject to change as the needs of the County and requirements of the job change.

Essential Duties

• Plan, develop, implement, and administer compensation programs to maintain competitive practices.
• Update and maintain wage and salary surveys, salary matrix, salary job structure and benchmarking studies.
• Work with other state agencies related to matters of garnishments, child support, and other income withholding matters.
• Prepares and maintains job descriptions for each position in the organization.
• Ensures descriptions accurately reflect the work being performed by incumbents.
• Administer base pay and annual increase process. Ensures adherence in the determination of merit increases and consistency towards other salary adjustments, annual evaluations, and special situations.
• Conduct compensation activities including job evaluation, market pay analysis, internal equity analysis, cost projections, data audit and analysis, implementation, training, and communication strategies.
• Reviews JDQ (Job Description Questionnaire) forms from managers to document job, organizational, and occupational information including duties, responsibilities, and skills required for each job.
• Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.
• Benchmarks jobs against survey data and other market data to determine competitive compensation ranges for each position.
• Prepares and maintains job classifications and salary scales.
• Prepares and presents summary reports of job analysis and compensation analysis information.
• Gathers data from market-based compensation surveys and uses spreadsheet and data analysis techniques to assess results and market trends.
• Evaluates and implements job analysis instruments and materials.
• Conducts data and cost analyses to be used in employee negotiations and new policy implementation.
• Identify and recommend improvements and efficiencies around compensation processes and programs.
• Plans and communicates preferred methods and best practices for hiring, training, compensating, and evaluating employees.
• Advises management on applicable state and federal employment regulations as it pertains to compensation.
• Conducts individual or departmental classification reviews by analyzing job description questionnaires.
• Recommends appropriate classification and salary ranges for positions.
• Conduct market and trend analyses through salary survey input and market intelligence/research on an ad hoc and annual basis.
• Ensure compensation programs and job classifications comply with applicable wage and hour laws.
• Identify and recommend improvements and efficiencies around compensation processes and programs.
• Conducts salary surveys to meet identified and emerging compensation requirements of the organization/customers.
• Provides analysis relative to market trends.
• Renders technical advice to department staff in the areas of classification and compensation.
• Designs data gathering instruments and study methodology.
• Act as a liaison and subject matter expert when working with colleagues, external partners, and other functional areas within Human Resources on projects or issues that proactively address the needs of the business.
• Answers inquiries from directors, managers, and other county staff relating to compensation programs, policies, and philosophy.
• Provide effective problem solving and communication with all internal and external customers to ensure requests are handled quickly and efficiently.
• Act as a Project Lead on moderate to complex department projects and/or compensation system implementation, enhancement, or upgrade.
• Prepares comprehensive narrative and statistical reports that involves research, complex data analysis, and recommendations; prepares drafts and final reports using Excel and other MS Suite software.
• Performs special projects and other duties as assigned.
  
  

Other Important Or Marginal Duties

None.

Knowledge, Skills, And Abilities

Extensive knowledge of human resource laws, regulations and best practices. Excellent written and verbal communication skills. Excellent mathematical, organizational and time management skills. Knowledge of FLSA standards and procedures.

COMPLEXITY OF WORK

Must exercise discretion and independent judgment in the application of broad standards concerning job evaluation. Must exercise discretion and independent judgment in the application of compensation standards, often tailored to meet the needs of the organization. Problem solving may involve identifying the root cause of employee pay issues and complaints. Creative thinking may pertain to deciding how to present information concerning pay grade assignment in a manner that would be understandable from an employee perspective.

INTERNAL AND EXTERNAL CUSTOMER CONTACT

Internal contact with department and division directors concerning classification and pay issues; general employees concerning classification and pay issues; and all employees concerning general HR programs and initiatives. External contact with various employers concerning personnel policies and procedures and compensation and benefits practices in the County. Contacts often involve relaying, explaining, clarifying, obtaining information and a level of understanding.

EQUIPMENT AND TOOLS USED

Personal/laptop computer and various software programs such as NEOGOV, Banner, Microsoft Excel, MS Word, PowerPoint, basic calculator, and a copier/scanner, are some of the tools and equipment used.

WORK ENVIRONMENT AND PHYSICAL DEMANDS

Work mainly indoors at a desk. Work involves employee contact at all levels of the organization. Position is mentally challenging due to the considerable level of analysis required to assign positions to pay grades based on market components.

Minimum Qualifications

Requires graduation from an accredited college or university with a Bachelor's degree in Human Resources, Mathematics, Business Administration and four years of compensation, human resources or financial analyst experience. Must be an advanced Excel user. Expertise with Microsoft Office Suite or similar software. Highly skilled in the use and operation of personal computers.

Necessary Special Requirements

Must possess a valid Florida Driver's license and have a favorable driving record.

CCP, SHRM-CP, or SHRM-SCP preferred.

All Leon County employees (regular full-time and part-time, OPS, and PRN) are required to work before, during and after a Declared Local State of Emergency (DLSOE). Participation is considered a condition of employment.

Selection Guidelines

Formal application, rating of education and experience, oral interview, education and reference checks.

FLSA STATUS: Exempt. Job is responsible for professional and administrative work coordinating and managing the County's classification and pay plan. This work is directly related to the County's management policies and general business operations. Work involves the exercise of discretion and independent judgment.

Revision History: March 18, 1999; November 4, 2003; February 2, 2016; November 14, 2022; August 18, 2025.

Leon County Government offers an extensive benefit package for FULL TIME employees. EXECUTIVE LEVEL employee benefits are determined through contract negotiations. Below are some of the highlights.

• Medical Insurance-Employer and Employee Contributions
• Voluntary Dental Insurance
• Voluntary Vision Insurance
• Flexible Spending Accounts
• Group Term Life Insurance-Employer Paid
• Voluntary Supplemental Life Insurance
• Voluntary Long Term Disability Insurance
• Voluntary Legal Insurance
• Voluntary Individual Insurance Coverages with AFLAC & Colonial
• State of Florida Retirement Plan-Employer & Employee Contributions
• Voluntary 457(b) Deferred Compensation Savings for Retirement
• Retirement Savings Match-for-employees earning less than $50,000
• Annual Leave Accrual
• Sick Leave Accrual
• 3 Personal Days
• Paid Parental Leave
• Tuition Assistance Program
• Employee Assistance Program
• Loans At Work Program
  
  

01

What is your highest level of education?

• Less than High School
• High School Diploma or Equivalent.
• Vocational or Technical School.
• Associate's degree.
• Bachelor's degree in Human Resources, Mathematics, or Business Administration.
• Master's degree in Human Resources, Mathematics, or Business Administration.
• Doctorate in Human Resources, Mathematics, or Business Administration.
  
  

02

Do you currently possess a Shrm -CP or Shrm-SCP credential?

• Yes
• No
  
  

03

Do you currently possess a Certified Compensation Professional credential?

• Yes
• No
  
  

04

How many years of compensation experience do you have?

• No Experience
• 1 Year
• 2 Years
• 3 Years
• 4 Years
• 5 Years or more
  
  

05

How many years of direct Human Resources experience do you have?

• No Experience
• 1 Year
• 2 Years
• 3 Years
• 4 Years
• 5 Years or more
• Required Question