Classification & Compensation Analyst

WV Higher Education Policy Commission•South Charleston, WV

4d•Hybrid

About The Position

The Classification & Compensation Analyst is a senior-level individual contributor and analytical professional responsible for shaping, analyzing, and maintaining classification and compensation programs that are compliant, internally equitable, and market-informed. This role uses statistical analysis, compensation platforms, and sound professional judgment to support compensation decisions and classification integrity. The analyst chairs the Job Classification Committee and serves as a liaison to institutional HR leaders and other stakeholders, influencing and advising on compensation strategy and classification standards without direct supervisory responsibility. The position supports broader HR initiatives and willingly assists other areas of the HR team as needed. This position plays a key role in ensuring fair, competitive, and compliant compensation practices that support employee recruitment, retention, and engagement across the system.

Requirements

Bachelor's degree.
Minimum five (5) years of HR experience, including at least three (3) years in classification and compensation.
Demonstrated experience with statistical analysis and compensation modeling (e.g., regression, market analysis, pay equity).
Experience with compensation platforms.
Working knowledge of federal and state wage and hour laws, including FLSA.
Advanced proficiency in Microsoft 365, particularly Excel for modeling and reporting.
Strong analytical and problem-solving skills with the ability to work independently, drive process improvements, and influence through expertise.
Ability to manage multiple priorities and projects in a fast-paced environment.
Ability to work effectively in both remote and in-person environments.
Excellent consulting, communication, and stakeholder management skills.
Knowledge of Compensation theory and salary structure design
Knowledge of Job evaluation methodologies and market pricing
Knowledge of Wage and hour laws and pay equity concepts
Skills in Advanced data analysis and compensation benchmarking
Skills in Job analysis and documentation
Skills in Facilitation and technical communication
Abilities to Apply sound judgment and maintain confidentiality
Abilities to Balance internal equity with market competitiveness
Abilities to Work independently and manage multiple initiatives with grit and coachability
Abilities to Demonstrate intellectual curiosity with a proven ability to navigate ambiguity, overcome roadblocks, and close gaps in knowledge or resources.

Nice To Haves

Certified Compensation Professional (CCP) designation.
Experience in public-sector or higher education compensation environments.
Experience with wvOASIS or similar HRIS platforms.
Experience with job evaluation systems or classification frameworks.

Responsibilities

Conduct market pricing and benchmarking using compensation platforms; develop and recommend salary structures and pay ranges.
Perform job analyses and maintain accurate, up-to-date classification specifications, master job specifications, classification standards, and career ladders.
Lead/chair the Job Classification Committee and facilitate position reviews and classification discussions.
Apply statistical analysis such as regression, market comparisons, and pay equity analysis to assess pay alignment and classification consistency.
Ensure compensation programs comply with FLSA, WV Code, and other applicable laws and regulations.
Collaborate with institutional HR contacts to provide classification guidance and support.
Generate, run, and analyze compensation-related reports; ensure accurate and timely system data entry across HR systems.
Conduct internal equity reviews and support audits, compliance reviews, and external reporting requests or inquiries.
Identify, recommend, and implement improvements to classification processes, workflows, and documentation.
Maintain clear, consistent, defensible, and audit-ready compensation records.
Advise senior leadership, such as the Vice Chancellor, on compensation strategy and classification matters.
Serve as a primary liaison to institutional HR partners on classification and compensation matters.
Partner with HR Systems to ensure data structures support accurate analysis and reporting.
Coordinate with Total Rewards and Operations to align compensation with broader rewards, engagement, and benefits strategies.
Contribute analytical insight and subject matter expertise to cross-functional initiatives and projects.
Provide excellent consulting service to internal stakeholders.
Support the broader HR team and assist with other HR projects or priorities as needed.