Compensation Analyst

LIFELONG LEARNING ADMINSTRATION CORPORATION•Lancaster, CA

7d•$70,304 - $91,481•Hybrid

About The Position

The Compensation Analyst will be responsible for analyzing compensation data using market data and internal benchmarks, support the development and administration of compensation policies and programs; conduct job audits, job description developments and updates, job classifications to ensure compliance with regulatory standards, and salary grade assignments; support HRIS integration and updates related to compensation systems and tools. The position reports directly to the Director, People Services or their designee.

Requirements

Knowledge of compensation best practices, wage regulations, and equity standards.
Ability to interpret data, perform computations, explain mathematical rules and equations used for data analysis.
Ability to troubleshoot when it comes to discrepancies or errors in compensation data or processes.
Ability to explain complex compensation concepts clearly to non-experts and to effectively communicate compensation changes or policies to employees.
Ability to maintain confidentiality and handle sensitive compensation data responsibly.
Strong organizational skills to track and maintain compensation records, classification records, deadlines, and process workflows.
Bachelor’s degree in Human Resources, Data Analytics, or a related field, or 2 years of equivalent work experience demonstrating the required knowledge, skills, and abilities in the discipline.
3 years of experience as a compensation analyst.
Experience in job analysis, job description development, and job classification standards.
Experience and proficient in interpreting large sets of compensation data, trends, and performance metrics.
Advance level of skills in MS Office (Word, Excel, PowerPoint, Outlook) and other technology applications.
Ability to perform job duties with minimal supervision, dependability, high quality, and quantity is required.
Ability to travel in performance of job duties is required.
Vision: Ability to read small prints and view a computer screen for prolonged periods, prepare, or inspect documents and operate office equipment.
Hearing: Ability to hear average or typical conversations and receive ordinary information.
Speech: Ability to be understood in face-to-face communication, in person or remote, to speak with a level of proficiency and volume to be understood over a telephone or computer.
Mental Demands: Ability to read, write, understand, interpret, and apply information at a moderately complex level essential for successful job performance; math skills at a high school proficiency level; judgement and the ability to process information quickly; learn quickly and follow verbal procedures and standards; give verbal instruction; rank tasks in order of importance; copy, compare, compile and coordinate information and records.
Frequent multi-tasking, changing of task priorities, and repetitious exacting work.
Understand how to manage stress in a high workflow management, high project coordination, and medium people engagement.
Upper Body Mobility: Ability to use fingers to make small movements such as typing, picking up small objects, or pinching fingers together, use hands to grasp, and manipulate small objects; twist and bend at wrist and elbow; extend arms to reach outward and upward; use hands and arms to lift objects; turn, raise, and lower head.
Strength: Ability to lift, carry, push, and pull objects weighing up to 10 pounds.
Environmental Requirements: Ability to encounter constant work interruptions; work cooperatively with others; work independently; work indoors.
Prolonged period sitting at a desk and working on a computer.
Work in a low to moderate noise environment with frequent deadline pressures.

Responsibilities

Collect, perform market pricing analysis for job evaluation and support annual compensation reviews.
Prepare cost-benefit analyses to support decision-making.
Lead the development and enhancement of compensation reports, resources, and tools to proactively support and inform compensation program decisions.
Participate in compensation surveys and analyze results.
Review and respond to compensation-related inquiries and transactions.
Perform FLSA exemption evaluations and revise job descriptions as needed.
Maintain accurate and up-to-date compensation data in the HRIS.
Recommend actions based on regulatory updates and market trends.
Conduct audits to ensure accuracy and compliance with compensation practices.
Ensure compliance with organizational compensation policies and regulatory guidelines (federal, state, and local).
Support the evaluation and implementation of new compensation initiatives.
Monitor minimum wage laws and provide impact analysis.
Evaluate new and existing job titles, including reclassifications.
Conduct job audits and create accurate job descriptions.
Configure job families, tracks, and classification systems.
Collaborate with the department People Services Leadership to implement compensation and incentive programs.
Serve as the point of contact for Talent Acquisition/Recruiting, responding to inquiries and supporting the drive to streamline internal equity evaluation practices.
Lead or assist in upgrades and enhancements to compensation-related and job descriptions and databases.
Support special projects and cross-functional HR initiatives.
Perform administrative duties, responsibilities, and activities as assigned, which may be changed or modified from time to time.