JOB SUMMARY: The Classification and Compensation Analyst performs professional-level research, analysis, and technical work in job evaluation, organizational analysis, and salary administration. Conducts market benchmarking, classification studies, pay equity analyses, and compensation audits to maintain accurate job classifications and compensation structures. Serves as a subject matter expert and provides consultative guidance to HR leadership, agency managers, and other stakeholders on classification, compensation, organizational design, and workforce planning. Supports the development and continuous improvement of compensation programs and agencywide initiatives that promote internal equity, market competitiveness, and alignment with organizational objectives while ensuring compliance with applicable federal and state requirements and agency policies.
POSITION SPECIFIC DUTIES:
Analyze job duties, responsibilities, and minimum qualifications to determine accurate classification, compensation, FLSA and pay grade assignments.
Review and validate job descriptions for accuracy, consistency, and alignment with organizational job structures.
Perform job analysis by gathering and evaluating job information through interviews, questionnaires, and organizational charts to support classification decisions.
Conduct market benchmarking by performing salary surveys, market pricing, and external competitiveness analyses to inform pay recommendations.
Assist in developing competitive and compliant compensation structures that align with organizational goals.
Develop compensation dashboards, analytics, and reports for HR leadership and stakeholders.
Ensure adherence to compensation policies, pay practices, and regulatory requirements by performing compliance audits to support job families, leveling guides, and internal equity structures.
Provide compensation recommendations and guidance on pay adjustments, promotions, reclassifications, and internal equity considerations.
Maintain data integrity within HRIS and payroll systems.
Collaborate cross functionally within HR and the department to ensure accurate compensation data and strong internal controls.
Advise leaders and stakeholders by providing insights on compensation trends, job design, and workforce planning impacts.
And other duties may be assigned.
AGENCY SPECIFIC QUALIFICATIONS:
Associate’s degree in human resources AND Two years of professional-level human resources experience OR Four years of professional level human resources experience. NOTE: The above-mentioned experience should include interview and selection process, classification and compensation, job studies, market data collection, onboarding, workforce planning, job analysis, recruitment, and working knowledge of FLSA exempt/nonexempt regulations .
Experience in compensation analysis, job evaluation, HR analytics, or classification work
Experience interpreting human resources policies, processes, and practices
Proficiency with Excel, HRIS systems, and compensation tools
Excellent communication and interpersonal skills with experience successfully building relationships with peers to be viewed as a trusted resource for advice and guidance.
Ability to make sound and well-informed decisions with strong analytical problem solving and critical thinking skills.
Ability to act objectively while coaching employees and leaders through issues that are complex, difficult, or sensitive in nature.
Excellent customer service skills with diplomacy and professionalism to effectively respond and resolve internal and external customer needs .
Possess good time management skills with the demonstrated ability to pivot to other urgent critical projects.
AGENCY PREFERRED QUALIFICATIONS:
Bachelor’s degree in human resources and Three years’ human resources experience specifically in classification and compensation of jobs.
World at Work-CCP Certification or SHRM CP certification
Knowledge of PeopleSoft HRMS, Workday or similar employee management software.
Experience adopting to changing priorities in a goal based and/or deadline driven work environment.
Advanced Excel skills (PivotTables, VLOOKUP/XLOOKUP, data modeling)
Knowledge of compensation regulations, and market pricing methodologies
GDOT IS AN EQUAL OPPORTUNITY EMPLOYER