Job Abstract

General Job Description: Directly reporting to the Vice President, Human Resources, this position is responsible for helping the organization to develop job descriptions and using internal and external industry data to develop fair compensation structures and remuneration policies to attract and retain employees in alignment with our overall Compensation philosophy and strategic objectives. The incumbent will research and evaluate compensation and job requirements, conduct market research and trend analysis, and provide recommendations to senior members of the organization to ensure the organization is competitive and complies with the required state and federal regulations. To be successful in this role, the incumbent must be service-oriented, act with professionalism, integrity, discretion, confidentiality, and urgency, and be appropriately responsive to client needs.

Essential Duties & Responsibilities

• Develops, prepares, updates, and maintains all job descriptions for each position in the organization; ensures descriptions accurately reflect the work being performed by incumbents. 
• Conducts interviews and surveys of managers to gather and document all job requirements, organizational, and occupational information including specific duties, responsibilities, and skills required for each job.
• Review, enhance, and maintain compensation framework and job structure.
• Assesses jobs and their respective duties and responsibilities to determine classification as exempt or nonexempt and appropriate salary ranges.
• Benchmarks jobs against external survey data and other market intelligence to determine competitive compensation ranges for each position.
• Prepares and maintains all job classifications and salary ranges.
• Prepares and presents summary reports of job analysis and compensation analysis information to advise on what to pay organizational team members at various points of employment.
• Gathers data from market-based compensation surveys; uses spreadsheets and data analysis techniques to assess results and determine market trends.
• Evaluate and implement job analysis instruments and materials.
• Advises management on applicable state and federal employment regulations, compensation policies, and associated human resource procedures. 
• Performs other related duties as assigned.

Position Requirements (Skills, Work Experience, Education, etc.):

• Bachelor's degree in Human Resources or related field required.
• Three (3) of experience as a Compensation Analyst required.
• Extensive knowledge of quantitative and qualitative research methods and salary survey tools required, with prior experience developing job descriptions and salary ranges.
• Extensive knowledge of compensation-related laws, regulations, and best practices required.
• Excellent written, verbal communication, and presentation skills.
• Excellent collaboration, organizational, and time management skills.
• Proficient with Microsoft Office Suite or similar software (specifically Excel).

Proactivity / Initiative: Recognizes what needs to be done and accomplishes it in a manner appropriate for one’s level/position and with minimal supervision.

• Perseverance: Shows the wherewithal to fight for difficult goals despite challenges and to bounce back from adversity.
• Insight: The ability to gather and make sense of information that suggests new possibilities.
• Engagement: Shows a knack for using emotion and logic to communicate a persuasive vision and connect with people.
• Teamwork: The ability to effectively work toward common goals with others by supporting, encouraging, and sharing information in an authentic and approachable manner.
• Big Picture: Understands and contributes to organizations’ short- and long-term business strategy.  On a personal level has independently developed a vision for short- and long-term career success.
• Motivation / Dedication: Commits to excellence in pursuing unselfish goals.  Initiates action with collective goals takes responsibility and shows personal humility.
• Technical Curiosity / Willingness to Learn: Interest in seeking out new experiences, knowledge, and candid feedback; demonstrating an openness to learning and change.
• Problem-Solver: Ability to identify, analyze, and solve a problem in support of personal, group, department, or organizational objectives.