Compensation Analyst

University of New Hampshire • Hampshire, IL

1d • $50,210 - $89,440 • Onsite

About The Position

The Compensation Analyst plays a key role in shaping equitable and competitive compensation programs across the University System. This position partners with HR leaders, recruiters, and managers to evaluate positions, conduct market and internal equity analyses, ensure FLSA compliance, and provide data-driven compensation guidance. The role also supports classification strategy, salary administration, compensation policy development, and process improvement initiatives while helping ensure consistent and effective compensation practices across departments and campuses.

Requirements

• Bachelor’s degree and 3 years of professional experience in Human Resources or a related field, or any combination of higher education and experience equivalent to 7 years.
• Proficiency with standard technology platforms, including intermediate Microsoft Excel skills (e.g., mail merges, index-match/x-lookup, spreadsheets, and data management).
• Strong analytical, critical thinking, and problem-solving skills.
• Strong attention to detail and accuracy.
• Ability to identify, interpret, organize, and evaluate data to support recommendations and decision-making.
• Excellent verbal and written communication skills.
• Ability and willingness to present information and training to a variety of audiences.
• Demonstrated ability to manage multiple priorities and meet deadlines in a fast-paced environment.

Nice To Haves

• Prior experience working in higher education.
• Advanced Microsoft Excel skills, including data visualization, VBA, or other advanced reporting and analytics tools.
• Knowledge of federal and state labor laws, particularly the Fair Labor Standards Act (FLSA).
• Experience supporting compensation, classification, market analysis, or HR compliance functions.
• Experience utilizing a robust HCM system such as Workday

Responsibilities

• Conduct job analysis and evaluation for exempt and non-exempt positions.
• Review new positions, modifications, and reclassification requests to ensure consistency across departments and campuses.
• Evaluate organizational alignment, scope, and complexity of roles.
• Advise managers on job descriptions, operating titles, and minimum qualifications.
• Determine hiring ranges and reclassification salary recommendations.
• Communicate classification outcomes and recommendations to stakeholders.
• Conduct market pricing and internal equity analyses to support competitive compensation practices.
• Review and respond to compensation and market data requests.
• Identify and address potential compensation inequities.
• Participate in salary surveys, including data collection, analysis, and submission.
• Evaluate and recommend additional salary survey participation opportunities.
• Maintain accurate market matches across job families and classifications.
• Ensure compliance with the Fair Labor Standards Act (FLSA) and related compensation regulations.
• Review adjunct and student employment requests for FLSA compliance.
• Conduct internal audits and reviews of exempt positions.
• Educate managers and departments on classification and compensation compliance requirements.
• Apply compensation policies and procedures consistently across the organization.
• Maintain and update classification specifications and compensation documentation.
• Develop and revise generic job specifications and level distinctions within classification hierarchies.
• Recommend improvements to classification structures, compensation processes, and policies.
• Support maintenance of compensation-related forms, workflows, and website content.
• Contribute to the development and documentation of compensation policies and procedures.
• Partner with recruiters, HR staff, managers, and departments to provide compensation guidance and recommendations.
• Present compensation-related information clearly to varied audiences.
• Deliver training and education on classification, compensation, and compliance topics.
• Explain compensation decisions and recommendations using data and market analysis.
• Build collaborative relationships across departments and campuses.
• Troubleshoot compensation-related HRIS issues and system processes.
• Support compensation-related projects and operational initiatives.
• Identify opportunities to improve compensation practices, workflows, and operational efficiency.
• Manage multiple priorities and deadlines in a fast-paced environment.

Benefits

• USNH Employee Benefits

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level