Compensation Analyst

Job Description

In this position, you'll get to directly impact our employees in meaningful ways that enable them to serve our community with the peace of mind that the City is highly competitive in the market and willing to invest in their financial wellbeing. In return, you'll expand your skills and be exposed to and lead various projects while developing knowledge and skills in Classification & Compensation in Local Government. You, too, will thrive, be supported by a caring team, and receive all the resources you need to build a rewarding career.

The Compensation Analyst conducts salary surveys, interprets data, and supports management on compensation issues, while ensuring legal compliance. Aids in recruitment by reviewing resumes, internal position changes, promotions and new hires. Administers benefits programs, addresses employee issues, and analyzes data for accurate reporting. Maintains job classifications, performs equity reviews, generates reports, facilitates HR communications, conducts policy research, and implements process improvements.

About You:
The ideal candidate is an experienced and highly motivated Human Resources professional with an understanding of the function and role that Classification & Compensation play in recruiting and retaining talent. A successful candidate will be a Classification & Compensation subject matter expert who can work independently and collaboratively on a wide range of Classification & Compensation plan and administration assignments. You will be part of a cohesive team, working as one team to meet the demanding needs of our organization. We seek a creative, well-rounded teammate that will be an integral part of the continued success and growth of the organization.

About Us:
The City of Raleigh is seeking a Compensation Analyst for the Human Resources Department to support the Classification & Compensation team. It takes meticulous detail and planning to build, maintain, and administer the City's Classification & Compensation plan, along with innovation and strategy to anticipate and meet the changing needs of employees and candidates. Our Classification & Compensation team is one of the cornerstones of our Total Compensation & Benefits strategy. The team ensuring our organization is equipped with timely, accurate, and effective compensation insights to influence and drive our organization forward.

The scope of responsibilities is vast, and they are expert problem solvers with a keen eye for data analytics and process improvement. The individual will join a growing and evolving HR function invested in Total Compensation & Benefits to impact our workforce and improve the employee experience positively.

Duties and Responsibilities

The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by employees in this job. Employees may be requested to perform job-related tasks other than those specifically presented in this description.

• Conducts salary surveys, survey participation, interprets salary data, performs analysis
• Reviews proposed starting salaries, job reclassification requests, pay adjustment requests and makes balanced and sound recommendations
• Performs classification studies as needed for assigned departments across the City
• Assists in administering the annual salary planning process, including market survey analysis, budgeting, forecasting, process execution and data integrity checks
• Work in our Peoplesoft HRIS and utilize advanced Excel Skills (Pivot Tables, Lookups, chartings, reporting, Macros) to provide real time data to our stakeholders
• Updates and maintains the job specifications. Writes and prepares job specifications as needed
• Provides support to management and HR Business Partners on compensation issues related to salary offers for new hires, internal pay equity, utilizing both internal and external equity data
• Assists HRIS with system testing and audits to ensure the HR system meets compensation needs and is updated to reflect changes in job titles, salaries, job codes, pay structures, etc.
• Serves as project leader or assist on compensation related projects
• Develops and administers position control
• Ensure the compensation program is in compliance with applicable laws such as FLSA

Typical Qualifications

Education and Experience:

• SHRM-CP, PHR, and certification(s) related to the assigned department

• Certified Compensation Professional

Additional Information

Knowledge of:

• Principles and practices of human resources management, employee benefits, program administration and management
• Principles and applications of critical thinking and analysis
• Principles and methods of qualitative and quantitative research
• Project management principles and basic budget administration
• Applicable federal, state and local laws, codes, regulations (based on assignment)
• Customer service principles

Skill In:

• High level of organization, time-management, interpersonal, and problem-solving skills, with the ability to prioritize and complete/oversee assigned work
• Administering and monitoring human resources programs, processes and/or projects
• Gathering data, analyzing findings and applying logic and reason
• Researching industry trends, solutions and best practices
• Interpreting, monitoring and reporting financial information, program data and statistics
• Authoring and preparing original reports, documents and presentations
• Monitoring project schedules, status and compliance
• Organizing and maintaining human resource program/process documentation, data, schedules, records and files
• Coordinating deadlines and prioritizing competing demands
• Interpreting and applying applicable laws, codes, regulations and standards (based on assignment)
• Providing customer service
• Utilizing a computer and relevant software applications
• Utilizing communication and interpersonal skills as applied to interaction with coworkers, supervisors, the general public and others to sufficiently exchange or convey information and to receive work direction

• Providing technical guidance, direction, and education to stakeholders
• Problem solving and decision-making
• Overseeing the implementation and adherence to quality assurance and standards
• Administering and monitoring human resources programs, processes and/or projects
• Gathering data, analyzing findings, and applying logic and reason
• Researching industry trends, solutions, and best practices
• Interpreting, monitoring, and reporting financial information, program data and statistics • Authoring and preparing original reports, documents, and presentations