Job Title

Job Family

Job Code

Job Exempt

Compensation Analyst Senior

Non_Bargaining

CMPSR

Pay Grade

Pay Rate Type

Minimum

Midpoint

Maximum

NB112

Salary

$31.59

$40.29

$48.98

Job Description

Performs professional and administrative work involving the development and administration of compensation policies and programs for executive, managerial, professional, technical, clerical, and trade jobs; evaluates existing policies and procedures relative to pay, career ladders, salary adjustments, merit programs, etc.; designs and conducts research, recommends changes to pay delivery systems in order to best attract, motivate, and retain employees while containing costs; conducts job audits; analyzes and evaluates jobs; advises managers on compensation issues; ensures compliance with laws and regulations which impact pay programs.

Serves as senior professional and technical support within the compensation section; frequently handles the more complex job evaluations; helps train the less experienced analysts and other HR staff; and serves as project lead when needed.

Minimum Qualifications:

Bachelor's Degree in Human Resource Management, Business, Industrial/Organizational Psychology or related field, plus a minimum of three (3) years professional experience in human resources, two (2) of which must have been in compensation, including the development and administration of compensation programs, job analysis, job evaluation methods, performance appraisal, and various analytical and statistical techniques; or an equivalent combination of closely related education, training, and experience. Skilled in the use of Human Resource Information Systems such as Workday or PeopleSoft, and Microsoft business applications required. Possession of Certified Compensation Professional (CCP) designation a plus. A valid Florida Driver's License is required.

Responsibilities

EXAMPLES OF WORK PERFORMED:

Note: The listed duties are only illustrative and are not intended to describe every function that may be performed by this job class. The omission of specific statements does not preclude management from assigning specific duties not listed if such duties are a logical assignment to the position.

Conducts position classification reviews by analyzing position questionnaires; conducts field audits and interviews employees and supervisors;

Analyzes jobs and job families to facilitate management decisions in the functions of recruitment, selection, promotion, testing, training, career development, staff planning, performance management, etc., by applying knowledge of jobs and job analysis methodologies and theories.

Designs, conducts, and analyzes salary surveys to recommend competitive salaries to attract, motivate, and retain employees; reviews responses, analyzes data utilizing compensation methodologies and statistics; and assists in the development of new innovative pay delivery systems.

Serves as a liaison with Office of Management and Budget, Finance, and Internal Audit regarding position and employee data; develops and provides related reports.

Participates in the development and administration of compensation policies and programs by evaluating policies, procedures, and rules/regulations relative to pay, bonuses, career ladders, salary adjustments, and merit programs.

Consults with executive managers on compensation issues; interprets and advises on application of policies, procedures, union contract provisions, and federal/state laws; provides technical assistance regarding personnel software operations; researches problems and recommends solutions and methods of data maintenance; and represents Classification and Pay Section at various meetings.

Serves as a team member or project leader for the development and revision of pay delivery systems for executive management, professional, technical, clerical, and trade jobs.

Conducts research with public/private agencies and organizations to develop new and innovative pay delivery systems and evaluation/auditing programs.

Reviews and provides recommendations regarding the impact of organizational restructuring on the design, classification, and pay of positions; may assist in job design and recommend changes to proposed organizational structures and staffing.

Conducts research with public/private agencies and organizations to develop new and innovative pay delivery systems and evaluation and auditing programs.

Reviews requests for special promotions, hiring above the minimum, shift differential pay, working out of class, special adjustments, job change salary adjustments, etc.

Reviews performance appraisals for all general employees; provides advice to management on evaluating, coaching, and counseling employees; conducts performance management training programs for supervisory and managerial employees; and prepares training manuals.

Participates in the selection and implementation of HR Systems.

Keeps abreast of new developments in the field of compensation.

Conducts analysis and provides recommendations to managers on job classifications and reclassification requests.

Maintains and implements existing policies regarding pay, career ladders, salary adjustments, and annual increases; recommends pay changes.

Assists managers with compensation issues and conducts job audits.

Conducts complex job evaluations and serves as a project lead.

Performs other duties as assigned.

KNOWLEDGE, SKILLS, AND ABILITIES:

Knowledge of pay and classification principles, practices, and techniques of public personnel administration.

Knowledge of the terminology, job content, and qualification requirements of a variety of public occupations.

Knowledge of and ability to apply regulations relevant to employee compensation.

Skilled in the use Microsoft business applications, especially Excel, and Human Resources Information Systems (HRIS).

Skilled in development of job description.

Skilled in writing.

Ability to conduct position classification studies and pay surveys.

Ability to conduct research, gather and organize data, analyze data using statistical analysis, and formulate intelligible recommendations.

Ability to prepare concise, meaningful, and timely oral and written reports in a clear and logical manner.

Ability to explain technical HR problems in simple, non-technical language.

Ability to work independently to solve problems and make sound decisions based on available information.

Ability to understand, interpret, apply, and explain human resources rules and regulations.

Ability to operate a personal computer for extended periods of time.

Ability to interview job incumbents, supervisors, and managers in a manner conducive to obtaining significant job information and maintaining good employee relations.

Ability to communicate effectively, both orally and in writing.

ADDITIONAL QUALIFICATIONS FOR PROMOTION: N/A.