Compensation Analyst III

Georgia State University•Atlanta, GA

10d

About The Position

Georgia State University’s Department of Classification and Compensation coordinates staff job classification, establishes new staff positions, reclassifies existing positions, and supports compensation ranges and strategic job design. The Compensation Analyst III provides advanced expertise in compensation analysis, classification, and workforce planning, serving as a senior consultant to HR leadership and organizational partners. The role supports complex compensation initiatives, protects data integrity, and drives process improvements. It may act in a lead capacity in the absence of the Associate Director. The position provides advanced consultation on complex compensation actions, conducts job and market analyses, supports compensation structure changes, and maintains accurate records and documentation. It also provides training and mentorship to junior staff and serves as a resource to Human Resource Officers and other stakeholders.

Requirements

Bachelor’s degree and four years of related experience, or a combination of education and related experience.
Excellent consulting, communication, and interpersonal skills.
Strong analytical and problem-solving abilities.
Ability to work with sensitive information.
Ability to exercise discretion and sound judgment and function independently.
Proven ability to manage multiple projects and meet deadlines.
Demonstrated ability to build trust and collaborate effectively with leaders at all levels.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, or a related field.
Five or more years of experience in Human Resources, Compensation, and/or HR data analytics, including at least three years in compensation.
Experience in a public sector or higher education setting.
Experience with compensation tools such as Payscale and/or Salary.com.
Familiarity with salary surveys such as CUPA-HR, Mercer, WTW, and Culpepper.
Experience using enterprise-level ERP/HRIS systems such as Workday.
Advanced proficiency with Microsoft Excel for data analysis and reporting.

Responsibilities

Provide advanced HR consultation on complex compensation actions, including reorganizations, comprehensive classification reviews, and evaluations of minimum hiring standards.
Conduct desk audits to assess job duties, responsibilities, and appropriate classification.
Assist in creating and revising job specifications, including drafting documentation, assigning job codes, and updating systems and internal records.
Conduct in-depth market analysis to evaluate the competitiveness of compensation programs.
Assess pay grade assignments and develop data-driven recommendations based on internal equity and external benchmarks.
Coordinate and complete external market surveys and serve as liaison with compensation survey vendors.
Analyze compensation and workforce data trends to support workforce planning and strategic decision-making.
Perform data audits and update records to ensure accuracy, consistency, and compliance with institutional policies and applicable regulations.
Collaborate with the Assistant Director to lead process-mapping initiatives related to large-scale compensation structure changes.
Evaluate workflows, develop standard operating procedures, and recommend process improvements.
Develop and maintain comprehensive documentation of compensation processes for internal use and organizational transparency.
Provide training, mentorship, and guidance to junior staff.
Serve as a consultant and resource to Human Resource Officers and other stakeholders.
Act as lead in the absence of the Associate Director, ensuring continuity of operations and project oversight.
Perform other duties as assigned.