HR Analyst II - Compensation

City of Colorado Springs • Colorado Springs, CO

5d

About The Position

The City of Colorado Springs' Human Resources team is seeking a dedicated and knowledgeable HR Analyst II - Compensation to join our team. This role provides professional support for various compensation programs, including salary structure maintenance, pay programs, classification systems, and market analyses. As an HR Analyst II - Compensation, you will conduct compensation reviews, analyze job classifications, perform audits, update systems, and support policy development to ensure competitive and equitable pay structures. Join us in a city ranked among the most desirable places to live and contribute to building a workforce that drives excellence! We encourage interested applicants to apply early, as applications will be reviewed as they are received. The position may close without prior notice once filled. This position is subject to budget required furloughs to be implemented in the 2026 calendar year. Come explore the possibilities a career with the City of Colorado Springs can offer! We're an accredited pay equity employer! Your starting pay will be within the posted hiring range based on your years of experience and education. See the full potential of growth for this position here: 2026 Salary Schedule

Requirements

• Bachelor’s degree from an accredited college or university with major course work in human resources, business administration, public administration, or a related field.
• Three years of full-time professional analytical experience in human resources, compensation, job classification management, or a related field.
• Knowledge of principles and practices of job classification, evaluation, and compensation systems, and the federal, state, and regional laws that govern them, including FLSA (Fair Labor Standards Act), EPEWA (Equal Pay for Equal Work Act), the Colorado Wage Claim Act, and EEO (Equal Employment Opportunity) regulations.
• Knowledge of HRIS (Human Resources Information Systems) administration, including system configuration, data integrity and audits, report creation, workflow management, user support, and ensuring compliance with policies and regulations.
• Ability to analyze and interpret compensation-related regulations, ordinances, and policies; apply strong quantitative and problem-solving skills to support data-driven decisions.
• Ability to gather, compile, and leverage data and technology with accuracy; translate findings into clear, actionable recommendations.
• Ability to deliver clear, concise communication and collaborate effectively with employees, management, and external stakeholders.
• Ability to develop and deliver compensation and classification training, maintain confidentiality, and successfully manage multiple priorities in a fast-paced, deadline-driven environment.
• Ability to use Power BI to analyze compensation data, build dashboards, identify trends, and support data-driven decision-making.
• Ability to leverage advanced Excel functions and tools - such as pivot tables, VLOOKUP/XLOOKUP, complex formulas, and data modeling - to analyze compensation data and support decision-making.

Nice To Haves

• Possess a professional HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP, or CPP)
• Experience using Microsoft Office applications (Word, Excel, PowerPoint, Outlook), including accessibility tools.
• Experience using HRIS systems (such as PeopleSoft, NEOGOV).
• Experience using SharePoint.
• Experience with Power BI.

Responsibilities

• Make recommendations for salary offers and other pay mechanisms.
• Conduct annual market studies, job evaluations, system audits, and compensation surveys to ensure competitive pay structures across City roles and departments.
• Format, write, and update job class specifications to accurately reflect roles and responsibilities.
• Review compensation program policies, guidelines, and pay practices for consistency and compliance.
• Research compensation topics and provide data-driven recommendations for compensation strategies.
• Deliver training on compensation policies and job classification topics.
• Manage and maintain data across multiple Human Resources and administrative systems, ensuring accuracy and collaboration with HR and Information Technology partners.
• Install, test, and modify HRIS systems.
• Assesses organizational needs and current HRIS system capabilities.
• Perform other duties as assigned.

Benefits

• Accredited pay equity employer
• Additional compensation depending on the position, area of assignment, and specific job assignments, including shift differential, pay differential, acting or lead, special assignment, hazard pay, longevity, cell phone allowance, uniform allowance, relocation, awards, standby, call out, compensatory time off, tuition, overtime, extra duty, incentive, holiday premium, proficiency, and vacation sell back.

What This Job Offers

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