Compensation Analyst

The City of Lakewood is dedicated to upholding City values to include: Performance Excellence, Leadership, Respect and Collaboration. Best fit candidates will demonstrate innovation, customer service, dedication, passion and engagement. All people, citizens and employees, will be treated with respect, relevance, and importance.

HIRING RANGE: $108,241.43 - $120,268.26/year

The Compensation Analyst supports the design, administration, and ongoing evaluation of the City’s compensation programs to ensure internal equity, external competitiveness, and compliance with applicable laws and regulations. This role performs market pricing, job analysis, salary survey participation, and compensation reporting to support informed decision-making across the organization.
The ideal candidate is an experienced compensation professional who is highly engaged in the field, works independently, manages competing priorities effectively, and contributes as a knowledgeable partner and informal leader within the Total Rewards and HR team. This role requires strong analytical skills, sound judgment, and the ability to perform effectively during high-volume compensation cycles.

Essential Duties and Responsibilities

Incumbent is accountable for all duties of this job and other projects and responsibilities may be added at the City’s discretion. Employees must be able to perform the essential duties of this job with or without reasonable accommodation.

• Conducts market pricing and compensation analyses to assess external competitiveness, internal alignment, and equity.
• Participates in salary surveys, including job matching, data validation, analysis, and interpretation of survey results.
• Develops compensation recommendations related to pay ranges, salary adjustments, and structure updates in alignment with the City’s compensation philosophy.
• Supports classification and reclassification reviews in partnership with HR Business Partners, with a focus on market data, job evaluation, and equity considerations.
• Maintains and updates the classification system, pay plans, and related compensation documentation.
• Reviews, develops, and updates job descriptions through comprehensive job analysis and evaluation.
• Produces ad hoc compensation analyses and reports to support leadership requests, budgeting, and workforce planning.
• Monitors external labor market trends and emerging compensation practices to inform recommendations.
• Uses HR systems and tools, including Workday, to maintain accurate job and compensation data and to support reporting and analysis.
• Manages multiple priorities and deadlines effectively, particularly during peak compensation periods such as annual review and budget cycles.
• Serves as a knowledgeable compensation resource to internal stakeholders and contributes to a collaborative, high-performing Total Rewards team.
• Maintains awareness of public-sector compensation trends and best practices through professional communities, peer networks, and benchmarking groups (e.g., Colorado Public Employers Compensation Association).
• Ensures compliance with applicable federal, state, and local compensation-related laws and regulations, including FLSA and Equal Pay requirements.
• Performs other compensation-related projects and duties as assigned.

Reporting Relationships

Supervision Received : General supervision from the Total Rewards Manager

Supervision Exercised :

Knowledge, Skills and Abilities (list 7-10 knowledge, skills and/or abilities required for this position)

• Strong analytical and problem-solving skills with high attention to detail.
• Proficiency in compensation analysis, market pricing, and salary survey interpretation.
• Advanced Microsoft Excel skills; working knowledge of Word, PowerPoint, and Outlook.
• Ability to interpret data and clearly communicate findings and recommendations.
• Ability to work independently, exercise sound judgment, and manage competing priorities in a fast-paced environment.
• Strong organizational and time-management skills.
• Ability to maintain confidentiality and handle sensitive information with discretion.
• Effective written and verbal communication skills, including technical writing.
• Ability to collaborate effectively in a team-based environment.
• Experience using Workday or another enterprise HRIS is highly preferred.
• Demonstrated interest in public-sector compensation and ongoing professional development.
• Engagement with compensation or public-sector HR professional communities, peer networks, or benchmarking groups (such as CPEC) preferred.

Technological Skills

• Advanced proficiency in Microsoft Excel, including data analysis and pivot tables.
• Experience using human resources information systems (HRIS), preferably Workday, to maintain job and compensation data and generate reports.
• Ability to extract, analyze, and interpret compensation and workforce data using HRIS reporting tools and Excel.
• Proficiency with Microsoft Office applications including Word, PowerPoint, and Outlook.
• Experience with salary survey tools or compensation data platforms preferred.
• Interest in leveraging emerging technologies, automation, and AI-enabled tools to improve efficiency, analysis, and reporting.
• Ability to quickly learn and effectively use new HR technologies and systems.

Education and Experience

• Education: Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or a related field, or an equivalent combination of education and progressively responsible compensation experience.
• Experience : Minimum of three (3) years of professional experience performing compensation analysis or closely related analytical work supporting compensation, classification, or total rewards programs.
• Experience with salary surveys, market pricing, and compensation data analysis required.
• Public sector or large-employer experience preferred but not required.

Work Schedule / Work Location

• This position is required to work onsite at City facilities five (5) days per week during the initial six-month probationary period. Upon successful completion of probation, the position may be eligible for a hybrid work arrangement of up to two (2) remote workdays per week, subject to departmental approval, job performance, and operational needs. Hybrid work arrangements are not guaranteed and may be modified or discontinued at the City’s discretion.

Working Conditions and Physical Requirements

Must successfully complete and maintain required state or departmental physical standards and certifications.

LIGHT WORK: Exerting up to 30 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for sedentary work and the worker sits most of the time, the job is rated for Light Work.

Physical Demands

• Bend or position self to move items from higher place to lower place or vice versa
• Sit, stand or be stationary
• Talk, hear, converse, communicate, or exchange information
• Use of hands and/or fingers in a repetitive motion to handle, pinch, grasp, move, feel, inspect, etc.
• Walk, ascend, descend on both even and uneven terrain
• Vision to include distance, depth perception, peripheral and color

Environmental Conditions may include

• Office settings

Physical Requirements – No Physical Needed

• Lift, carry, push, pull, move, or positions from all levels up to 30 lbs with or without assistance

The City of Lakewood is a drug-free workplace that provides employment opportunities in compliance with all pertinent federal, state, and local laws. All Lakewood employees are expected to work and complete all tasks in a safe manner consistent with training, standard operating procedures, City or Department policies, and common sense. Working in a safe manner includes the use of personal protective equipment (PPE) and complying with all City and/or Department safety rules. Horseplay on-the-job is strictly forbidden. The failure to work in a safe manner, use PPE, follow standard operating procedure, or comply with a safety rule will result adverse employment consequences ranging from verbal discipline to termination from employment, including any applicable reduction in benefits under the Colorado Workers’ Compensation Act. Employees are also expected to encourage safe work practices by all co-employees, and to report any unsafe work practices immediately to a supervisor.

The City of Lakewood celebrates diversity, equity and inclusion in all areas of our workforce. Accordingly, the city is committed to creating, nurturing and sustaining a diverse, equitable and inclusive culture, where differences drive innovative solutions to meet the needs of our community and employees.

$92,502.47-$120,268.26