Salt Lake City

CLASSIFICATION AND COMPENSATION ANALYST

Requisition ID
2021-5149
Department
HUMAN RESOURCES
Minimum Salary
USD $29.27/Hr.
Maximum Salary
USD $50.65/Hr.
Location
US-UT-Salt Lake City

Overview

 

Salt Lake City is looking for a Classification and Compensation Analyst to perform a variety of responsible professional, technical and analytical classification and compensation activities required to attract and retain the best talent available to support the mission, vision, and values of Utah's capital city. To be successful in this role, you should have skills and understanding of how to conduct job analyses, salary surveys, and critical job market pricing; provide analytical and technical support for union negotiation teams; innovate and integrate best practices; and advance the City's commitment and values as a top pay equity leader. Ultimately, this role is vital for supporting a fair, equitable, and dynamic total rewards system for our employees.

 

Announcement: This position is open until filled and may be closed anytime without notice.  This position may be underfilled. Pay will be commensurate with experience. 

 

To be considered for this position you must complete an online application, attach your resume, and a copy of your diploma or transcripts (if claiming a degree). 

 

Offers of employment are contingent on successful completion of a criminal background check in accordance with City policy and applicable law.  Criminal offenses will be reviewed on a case-by-case basis and do not automatically disqualify a candidate from City employment.

Responsibilities

  • Performs professional level administrative and analytical duties to maintain and administer compensation policies, including review of recommended salary adjustments to ensure compliance with established policy and practice; advises supervisors, managers, and union representatives regarding application of compensation programs.
  • Conducts and participates in the completion of salary surveys, position audits, and job classification studies. Reviews, analyzes, and evaluates positions for proper classification. Conducts job analyses, analyzing existing and proposed job classifications to obtain information regarding job responsibilities, duties, FLSA exemption, and other specific job requirements.
  • Researches, collects and analyzes market data and internal salary relationships. Prepares statistical reports and correspondence; respond to written and verbal inquiries regarding classification and compensation practices and other related matters.
  • Reviews and approves wage and salary changes resulting from reclassifications, promotions or other job changes, or market adjustments, and payments associated with incentive compensation plans.
  • Collects data on industry standards and best practices. Analyzes internal pay equity including gender and ethnicity. Evaluates the cost impact of changes to base pay rates and incentive programs. Provides assistance during annual compensation processes, including annual market pricing exercises, budget review, and salary increase cycles.
  • Serves as staff support in labor negotiations, updating MOU’s, scheduling meetings, and collection of information.
  • Serves as staff support and coordinator for the Citizens’ Compensation Advisory Committee, carrying out special studies as requested by the committee, and preparing special reports and policy recommendations.
  • Performs special statistical studies relating to compensation, employee classification assignments, merit increase programs and salary surveys.
  • Performs other duties as assigned.

Qualifications

  • Bachelor's degree in human resources, business, public administration, or a related field, and four to six years of professional level human resources experience (or two to four years for underfill), including experience conducting job analysis; developing, writing and/or revising job & class descriptions; and conducting salary studies. Education may be substituted on a year-for-year basis for up to a maximum of four years of related experience.
  • Demonstrated experience implementing compensation strategies.
  • Strong verbal and written communication and grammatical skills, including ability to clearly convey information to individuals with various levels of knowledge or understanding of the subject.
  • Be detail-oriented, respectful of the needs and interests of others, assertive, accessible and approachable, and self-directed.
  • Ability to operate a personal computer and various office software programs (including Word, Excel, PowerPoint, etc.) and HRIS used to create reports, documents, and general correspondence; records management, payroll and personnel tracking systems. 
  • Excellent organizational skills.  Ability to quickly shift focus and adapt to changing priorities, handle multiple tasks simultaneously. Ability to maintain confidences in areas of communications, HR work-product, and matters of political sensitivity.
  • Demonstrated commitment to customer service and ability to convey a “business partner” mentality. Ability to build and maintain relationships of trust with stakeholders and customer departments while reviewing and resolving classification and compensation issues with employees and management.
  • Ability to handle a wide range of situations and circumstances effectively, positively, and professionally and to maintain composure in difficult, stressful and quickly emerging situations.
  • Interprets and implements applicable laws and policies regarding classification and compensation requirements and directives.
  • Ability to work well independently and have a collaborative, team-oriented approach.

DESIRED QUALIFICATIONS:

  • Possession of one or more of the following certifications: Certified Compensation Professional (CCP), Professional in Human Resources (PHR)/SPHR, and/or any other job related professional certification.
  • Experience completing large scale classification studies.
  • Experience performing classification and compensation work in a public sector and/or union environment, including cost analysis for collective bargaining.
  • Experience working in a centralized HR department with a business partner model.

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