Compensation Analyst

The School District of Lee County•Fort Myers, FL

17h•$27

About The Position

Qualifications MINIMUM QUALIFICATIONS Associate’s degree from an accredited institution in Human Resources, Business Administration, Management, or closely related field. Two years of full-time Human Resources experience that includes administration of compensation programs. Any appropriate combination of relevant education, experience, and/or certifications may be considered. Proficiency with Microsoft Word and Excel. PREFERRED QUALIFICATIONS Bachelor’s degree from an accredited institution in Human Resources, Business Administration, Management, or closely related field. Work experience as a Compensation Specialist or Compensation Analyst. Proficiency with AI-enabled tools that support data analysis and process efficiency. SHRM-CP, CCP, or other relevant industry certification. KNOWLEDGE, SKILLS, AND ABILITIES Knowledge of federal and state employment and compensation laws including FLSA, Equal Pay Act, NLRA, and Sherman Act. Working knowledge of compensation principles, job architecture, and market pricing methodologies. Strong interpersonal, verbal, and written communication skills. Strong analytical and quantitative skills with the ability to interpret complex data sets. Ability to work collaboratively and professionally within a diverse work environment and willing to contribute to a team effort. Ability to adapt quickly to changing situations and environments. Ability to think critically, have a high standard of integrity, and be motivated to incorporate best practices into the organizational structure. Ability to take initiative to plan, organize, coordinate, and perform work in various situations when numerous and diverse demands are involved. Ability to clearly explain complicated compensation concepts to non-technical audiences. Ability to maintain confidentiality and discretion at all times. Revised: 01/27/2026 Responsibilities ESSENTIAL JOB FUNCTIONS Typical duties include but are not limited to: Prepare compensation analysis and recommendations for new hires, internal transfers, promotions, and reclassifications. Review and approve requests for additional compensation to ensure eligibility and alignment with policy and contracts. Analyze and maintain salary structures, pay grades, ranges, and job families in alignment with organizational strategy. Participate in job evaluations and job description reviews to ensure internal equity and proper classification. Conduct market pricing using salary surveys and compensation benchmarking tools to evaluate competitiveness of pay grades. Support annual compensation increase processes. Assist with the design, documentation, and administration of compensation policies, procedures, and guidelines. Perform pay equity analyses and support compliance with applicable federal, state, and local compensation regulations. Develop reports, dashboards, and presentations to communicate compensation data and trends to HR and leadership. Participate on assigned committees, chair subcommittees, and schedule meetings and appointments as needed to complete assigned work. Perform other job-related duties as assigned. Revised: 01/27/2026 Additional Job Information U10, $26.68, 8 hours, 255 days Compensation may increase based upon relevant education and experience.

Requirements

Associate’s degree from an accredited institution in Human Resources, Business Administration, Management, or closely related field.
Two years of full-time Human Resources experience that includes administration of compensation programs.
Any appropriate combination of relevant education, experience, and/or certifications may be considered.
Proficiency with Microsoft Word and Excel.
Knowledge of federal and state employment and compensation laws including FLSA, Equal Pay Act, NLRA, and Sherman Act.
Working knowledge of compensation principles, job architecture, and market pricing methodologies.
Strong interpersonal, verbal, and written communication skills.
Strong analytical and quantitative skills with the ability to interpret complex data sets.
Ability to work collaboratively and professionally within a diverse work environment and willing to contribute to a team effort.
Ability to adapt quickly to changing situations and environments.
Ability to think critically, have a high standard of integrity, and be motivated to incorporate best practices into the organizational structure.
Ability to take initiative to plan, organize, coordinate, and perform work in various situations when numerous and diverse demands are involved.
Ability to clearly explain complicated compensation concepts to non-technical audiences.
Ability to maintain confidentiality and discretion at all times.

Nice To Haves

Bachelor’s degree from an accredited institution in Human Resources, Business Administration, Management, or closely related field.
Work experience as a Compensation Specialist or Compensation Analyst.
Proficiency with AI-enabled tools that support data analysis and process efficiency.
SHRM-CP, CCP, or other relevant industry certification.

Responsibilities

Prepare compensation analysis and recommendations for new hires, internal transfers, promotions, and reclassifications.
Review and approve requests for additional compensation to ensure eligibility and alignment with policy and contracts.
Analyze and maintain salary structures, pay grades, ranges, and job families in alignment with organizational strategy.
Participate in job evaluations and job description reviews to ensure internal equity and proper classification.
Conduct market pricing using salary surveys and compensation benchmarking tools to evaluate competitiveness of pay grades.
Support annual compensation increase processes.
Assist with the design, documentation, and administration of compensation policies, procedures, and guidelines.
Perform pay equity analyses and support compliance with applicable federal, state, and local compensation regulations.
Develop reports, dashboards, and presentations to communicate compensation data and trends to HR and leadership.
Participate on assigned committees, chair subcommittees, and schedule meetings and appointments as needed to complete assigned work.
Perform other job-related duties as assigned.