Compensation Analyst

Responsibilities

DESCRIPTION:

The Compensation Analyst performs professional-level compensation and classification analysis, supporting job evaluation, market analysis, internal equity reviews, salary administration, and compensation programs. Utilizes compensation data and HRIS systems to support accurate, equitable, and compliant compensation practices, and conducts analysis and develops recommendations for HR and leadership.

Essential Functions

• Ensures compliance with applicable Federal, State, and local laws and regulations related to compensation, including the Fair Labor Standards Act and Department of Labor requirements.
• Conducts job analysis and evaluates new and revised job descriptions using established job evaluation and classification practices to recommend appropriate FLSA status, salary range, and pay grade.
• Analyzes and interprets internal compensation information and external market data to evaluate job classification, salary placement, compensation adjustments, and internal equity, and develops well-supported recommendations based on relevant factors and findings.
• Conducts routine compensation and internal equity reviews; identifies and evaluates potential pay inconsistencies, compression, and other compensation concerns, and researches relevant factors to support appropriate recommendations.
• Participates in third-party salary surveys and compensation benchmarking activities; collects, validates, organizes, and analyzes survey data for compensation reviews.
• Supports the administration and maintenance of salary schedules, pay ranges, compensation procedures, and other established compensation programs.
• Supports the analysis, review, and administration of compensation actions, including salary increases, one-time lump-sum payments, market adjustments, equity adjustments, and other pay changes, in accordance with established procedures.
• Partners with Payroll, HR Records, Budget, Talent Acquisition, and other functional areas to support compensation processes, including position changes, salary adjustments, recruitment, documentation, processing, and communication.
• Analyzes compensation-related requests and prepares reports, summaries, cost analyses, and other supporting information by identifying relevant factors, researching applicable information, and evaluating findings to support compensation recommendations and management decision-making.
• Utilizes the HRIS and other technology to retrieve compensation information, prepare queries and reports, validate data, and maintain the accuracy and integrity of compensation-related information.
• Conducts research and supports compensation studies, special projects, and requests; summarizes findings and identifies relevant trends and considerations.
• Assists with the development and maintenance of job descriptions, job codes, compensation procedures, guidelines, forms, training materials, and other tools used to support consistent compensation administration; maintains related PeopleSoft information and audits job titles and position data for accuracy.
• Performs other duties as assigned or may be required.

Required Qualifications

• Bachelor’s degree from a regionally or nationally accredited institution in Human Resources, Business Administration, Finance, or a related field.
• Two (2) years of professional experience with compensation as a primary job responsibility, including job analysis, job classification, salary analysis, market pricing, internal equity, or salary administration.

Desired Qualifications

• SHRM-CP, SHRM-SCP, Certified Compensation Professional (CCP), or other relevant professional certification.
• Experience with PeopleSoft or another enterprise HRIS.
• Experience conducting job evaluations, salary surveys, market analyses, or internal equity reviews.

Knowledge, Skills & Abilities

• Knowledge of fundamental compensation principles and practices, including job analysis, job classification, salary administration, and applicable wage and hour requirements.
• Ability to apply established job evaluation and classification methodologies to determine appropriate FLSA status, grade, and salary range.
• Knowledge of Human Resources principles and practices.
• Demonstrated ability to analyze and interpret information, conduct research, identify relevant factors and issues, and develop well-supported compensation recommendations and reports.
• Ability to research, collect, organize, analyze, interpret, and summarize compensation and Human Resources data and information.
• Ability to prepare and interpret basic compensation cost analyses and assess financial impacts of proposed changes.
• Ability to explain compensation analysis, findings, and recommendations clearly to HR, management, and employees when appropriate.
• Proficiency with Microsoft Office Suite and HRIS applications, including the ability to obtain, analyze, and interpret compensation and workforce data.
• Ability to interpret compensation information and explain established policies, procedures, and practices clearly and accurately.
• Excellent verbal, written, and interpersonal communication skills.
• Ability to exercise independent judgment within established policies, procedures, and professional guidelines.
• Ability to organize and prioritize multiple assignments, meet deadlines, and maintain accuracy.
• Ability to handle confidential and sensitive information appropriately.
• Ability to establish and maintain effective working relationships with employees, managers, administrators, and colleagues at all levels of the organization.
• Demonstrates a professional and courteous demeanor.
• Committed to working in a multi-cultural environment.

ENVIRONMENTAL CONDITIONS And CONSIDERATIONS

• Works inside an office environment.
• May travel between buildings, campuses, and other local destinations.

The College anticipates that the position incumbent must be available throughout the workday and, on some occasions, after regular work hours. Therefore, as a condition of employment, the incumbent is expected to carry a personal cell phone and is required to provide their current cell phone number to the Office of Human Resources and to their immediate supervisor.

This description in no way states or implies that these are the only duties to be performed by the employee occupying this position. The employee will be required to follow any other job-related instructions and to perform any other job-related duties as requested by their supervisor.

This position is not eligible for Veteran’s Preference.

Pay Benefits And Work Schedule

Are you ready to grow your career and make an impact in changing the lives of our students? Seminole State College of Florida has a great opportunity to join our growing team of diverse faculty and staff!

Qualifications

We offer competitive pay with a beginning salary of $55,493 commensurate with education and experience exceed the required qualifications, plus an attractive total rewards package including:

• Flexible work options with a 37.5 hour work week and generous paid time off (holidays, annual and sick leave, and College Breaks)
• A variety of paid health and life insurance coverages
• Wellness incentives and free gym membership at the Raider Fitness Center
• FRS retirement and other options
• Professional Development and Paid Tuition
• Free on campus parking