Compensation & Workforce Analyst

University of Tampa•Tampa, FL

About The Position

The Compensation & Workforce Analyst supports the Office of Human Resources by creating and administering the university’s compensation program . This position conducts job analyses, salary benchmarking, and advanced compensation analytics to inform data‑driven decisions, including administering hiring/pay-related business processes . T his role ensures equity, compliance, and consistency across job evaluations, salary administration, and recruitment practices. Th e position collaborate s closely with HR leadership, hiring managers, and employees to enhance organizational effectiveness and deliver high‑quality HR services. Additionally, the role manages compensation-related workflows, supports pay equity and compliance monitoring, contributes to process improvements , and educates the campus to strengthen employee experience and uphold regulatory standards.

Requirements

Bachelor's degree in human resources , Business Administration, or related field (or equivalent experience).
Experience in compensation analysis, recruitment, and general HR operations.
Working knowledge of employment laws and regulatory requirements.
Ability to analyze data, identify trends, and prepare reports.
Strong communication , collaboration, and relationship-building skills.
Experience with HRIS and /or applicant tracking systems.
High attention to detail, confidentiality, and sound judgment.

Nice To Haves

C ertified compensation professional (CCP) or other related compensation certifications preferred.

Responsibilities

Compensation Administration Conduct job analyses and evaluations to determine appropriate job classifications and salary ranges.
Assist in developing and administering compensation policies, pay structures, and salary adjustment processes.
Perform market research and salary benchmarking using reliable compensation databases and survey tools , including compensation studies working in conjunction with third-party consulting firms .
Complete various steps in the Workday business process surrounding compensatio n, including incorporating the offer letters' salary/pay information.
Data Analytics Conduct advanced compensation analyses, including pay equity studies, compression analysis, and internal salary alignment reviews.
Analyze compensation data to identify trends, risks, and opportunities related to workforce planning and retention.
Salary Structure Management Assist in the design, maintenance, and ongoing administration of the university’s salary structures and pay ranges.
Maintain and update job descriptions in alignment with organizational structure and industry benchmarks.
Monitor range penetration, midpoint alignment, and salary compression across departments.
Compensation Strategy Support Assist in evaluating compensation impacts of organizational changes, promotions, and new program development.
Support annual compensation cycles, including merit increases, market adjustments, and reclassification requests.
Guide managers on compensation practices, policies, and salary decisions.
HRIS and Data Reporting Working in conjunction with the department's business analyst, HRIS resources to d evelop dashboards and reports on Workday or other HR systems to support compensation planning and workforce analytics.
Create compensation-related reports for leadership review and decision-making.
Pay Equity and Compliance Monitoring Conduct periodic pay equity analyses to identify potential disparities and support corrective actions.
Monitor internal pay equity and recommend corrective actions when needed.
Hiring & Employment Services Coordinate and support recruitment processes , including preparing an offer memorandum and documenting pay-related decision-making .
Ensure compensation, hiring, and employment actions comply with federal, state, and organizational regulations.
Compliance & Process Improvement Ensure compensation and hiring procedures comply with FLSA, EEOC, ADA, and other employment laws.
Maintain strict confidentiality of employee and applicant information.
Recommend process improvements to enhance efficiency, quality, and candidate experience.
Develop and deliver training to managers on compensation practices and hiring procedures.

Benefits

Employees receive free tuition.
Tax dependents receive a 75% tuition discount, rising to 100% after five continuous years of service .
Generous paid leave
Wellness initiatives
100% Employer-Funded Health Reimbursement Account
100% Employer-Paid Short & Long Term Disability Insurance
100% Employer-Funded Employee Assistance Program
Discounted On-Campus Dining Meal Plans
F ree On-Campus Parking
F ree Access to Campus Amenities (library, campus events, and more)
Fitness Center
Pet Insurance
Flexible Spending Accounts