Classification & Compensation Analyst

York County•Yorktown, VA

5d•Onsite

About The Position

Responsible for developing, analyzing, implementing and administering the County’s job classification and compensation programs/systems, structures and pay plan to achieve internal equity, external competitiveness, and compliance with applicable laws, policies and procedures. This position involves designing and analyzing compensation strategies for recommendation and implementation as well as conducting job evaluations, market surveys, salary analyses and providing recommendations for pay structures and classification decisions. Conducts periodic reviews and analysis of existing job classifications and job descriptions, analyzes data and makes recommendations for reclassifications and/or reorganizations. Researches and gathers information necessary to create new job classifications and descriptions for approval when appropriate. Participates in benchmark studies to assess job classification levels and job families. Maintains job classification and salary range data for the County’s classification and pay plan and updates as needed. Researches and gathers market-based compensation data to benchmark salaries, classifications and pay ranges. Conducts or participates in compensation studies or surveys, analyzes results and provide recommendations. Determines and monitors pay structures and strategies to ensure legal and policy compliance, internal and external competitiveness for recruitment and retention, and assessment of related trends in the appropriate geographic areas. Performs cost analyses and calculates estimated financial impact of job classification and compensation recommendations or decisions. Enters, updates and evaluates position or salary information in human resource systems, configures and implements salary imports for payroll purposes, and processes position and salary actions. Advises appropriate department officials of compensation issues and associated legal/policy requirements, and assists as needed with appropriate employee position or salary information. Reviews, proposes recommended updates, ensures classification and compensation policies are current and in compliance with applicable law. Assists with annual budget process related to proposed position changes and salary increases. Identifies and resolves discrepancies as needed. Prepares reports, summaries, spreadsheets or other correspondence needed for job classification and compensation information. Develops and maintains current process documentation related to classification and compensation. Serves on committees as a human resource representative when needed. Assists with regulatory and compliance training, as related to human resource processes and procedures. Prepares materials for inclusion in policies.

Requirements

Bachelor’s Degree with a concentration in accounting, human resources administration, business, public administration, or a closely related field.
4 to 6 years of related experience.
Any equivalent combination of education and experience which provides the required knowledge, skills, and abilities.
Possession of a valid driver's license issued by the Commonwealth of Virginia.
Comprehensive knowledge of job classification and compensation principles and practices, to include job analyses, job evaluations and effective compensation strategies.
Thorough knowledge of various job evaluation methods and various compensation practices.
Thorough knowledge of word and spreadsheet software, to include use of formulas for pay range and salary calculations.
Thorough knowledge of statistics and sampling techniques.
Excellent oral and written communication skills.
Must be physically able to operate a variety of automated office machines which include a computer, printer, calculator, etc.
Work involves a great deal of sitting in front of a personal computer or desk, and occasional walking or standing when doing job analyses.

Nice To Haves

Public Sector Human Resource Association (PSHRA), Society for Human Resource Management (SHRM), World at Work, Human Resource Certification Institute (HRCI), or equivalent certification preferred.

Responsibilities

Develop, analyze, implement, and administer the County’s job classification and compensation programs/systems, structures, and pay plan.
Design and analyze compensation strategies for recommendation and implementation.
Conduct job evaluations, market surveys, and salary analyses.
Provide recommendations for pay structures and classification decisions.
Conduct periodic reviews and analysis of existing job classifications and job descriptions.
Analyze data and make recommendations for reclassifications and/or reorganizations.
Research and gather information to create new job classifications and descriptions.
Participate in benchmark studies to assess job classification levels and job families.
Maintain job classification and salary range data for the County’s classification and pay plan.
Research and gather market-based compensation data to benchmark salaries, classifications, and pay ranges.
Conduct or participate in compensation studies or surveys, analyze results, and provide recommendations.
Determine and monitor pay structures and strategies for legal and policy compliance, internal and external competitiveness, and assessment of related trends.
Perform cost analyses and calculate estimated financial impact of job classification and compensation recommendations or decisions.
Enter, update, and evaluate position or salary information in human resource systems.
Configure and implement salary imports for payroll purposes.
Process position and salary actions.
Advise department officials of compensation issues and associated legal/policy requirements.
Assist with appropriate employee position or salary information.
Review, propose recommended updates, and ensure classification and compensation policies are current and in compliance with applicable law.
Assist with the annual budget process related to proposed position changes and salary increases.
Identify and resolve discrepancies.
Prepare reports, summaries, spreadsheets, or other correspondence for job classification and compensation information.
Develop and maintain current process documentation related to classification and compensation.
Serve on committees as a human resource representative.
Assist with regulatory and compliance training.
Prepare materials for inclusion in policies.