Compensation Analyst III

Georgia State University•Atlanta, GA

About The Position

The Department of Classification and Compensation at Georgia State University seeks to hire an experienced Compensation Analyst III to join their team. This position serves as a strategic partner, providing advanced-level consultation and support on complex human resources initiatives. The primary focus is to assist in process mapping and documentation for the staff salary structure and related compensation processes, while also delivering expert guidance on organizational changes and other high-level projects. The department hires from diverse backgrounds and emphasizes knowledge-sharing and collaboration.

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, 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.
Three to four years of direct classification and/or compensation experience.
Experience in higher education or a similarly complex organizational environment.
Strong knowledge of HR practices, project management, compensation fundamentals, and organizational design principles.
Demonstrated ability to analyze processes, identify efficiencies, and develop clear documentation.

Responsibilities

Provide guidance to departments on organizational structures, classification, and compensation practices.
Support or lead advanced classification reviews, reorganizations, evaluations of minimum hiring standards and desk audits.
Interpret and apply HR policies, regulations, and best practices to ensure consistent and compliant outcomes.
Maintain and update job specifications and create new job codes.
Participate in or lead compensation surveys and vendor coordination.
Perform data audits and ensure accuracy, and compliance of compensation data. Identify discrepancies and coordinate corrections with internal partners.
Analyze workforce and compensation data trends to support planning and decision-making.
Participate in process-mapping efforts and contribute to workflow improvements. Develop and maintain documentation of compensation processes and standard operating procedures.
Ensure departmental resources (e.g., internal documents, website content) reflect current and accurate information.
Provide guidance and training to lower-level staff. Supports leadership as needed.