Human Resources Specialist, Compensation and Classification

Polk State College•Lakeland, FL

1d•Onsite

About The Position

The HR Specialist, Compensation and Classification, supports the administration, maintenance, and analysis of the compensation and job classification programs. This position assists with maintaining classification systems, reviewing jobs, analyzing compensation data, developing job descriptions, and preparing clear recommendations and presentation materials. The ideal candidate has a foundational understanding of compensation philosophies and classification principles, strong analytical and Excel skills, and the ability to organize complex information into clear, accurate, and accessible materials. This role collaborates with HR partners, managers, and other stakeholders. Position performs routine and moderately complex assignments using established policies, procedures, and analytical methods. The position is expected to exercise sound judgment, identify issues, and develop preliminary recommendations, while consulting with senior team members on significant, sensitive, or nonstandard matters.

Requirements

Foundational knowledge of compensation philosophies, salary structures, market pricing, internal equity, and job classification principles.
Proficiency in Microsoft Excel, including the ability to create spreadsheets and use formulas and functions to compile, compare, and summarize data.
Ability to create clear, accurate, and professional reports, presentations, and other communication materials.
Basic understanding of compensation principles, including market competitiveness, internal equity, pay structures, and consistent pay administration.
Basic understanding of job classification, job analysis, and job evaluation concepts.
Strong numerical, analytical, and problem-solving skills.
Ability to identify data discrepancies and conduct appropriate follow-up.
Ability to interpret information and develop reasonable, evidence-based recommendations.
Strong attention to detail and commitment to data accuracy.
Ability to manage multiple assignments, priorities, and deadlines.
Strong written, verbal, and presentation skills.
Ability to explain technical or data-driven information to audiences with different levels of familiarity.
Ability to exercise discretion and maintain the confidentiality of employee and compensation information.
Ability to work independently on routine assignments and seek guidance when handling complex, sensitive, or unfamiliar matters.
Ability to collaborate effectively with HR professionals, managers, and cross-functional partners.
Commitment to consistent, fair, and well-documented compensation and classification practices.
Bachelor’s degree in human resources, business administration, finance, economics, data analytics, public administration, or a related field.
3 years of relevant experience supporting compensation, classification, human resources analytics, job evaluation, HR operations, or a related function.
Experience maintaining data, records, or information within a classification, compensation, human resources, or comparable business system.
Experience compiling and analyzing multiple data sets.
Experience drafting, reviewing, or updating job descriptions based on job requirements.

Nice To Haves

Familiarity with human resources information systems(Ellucian Banner or similar), compensation software, or job description management tools.
Intermediate Excel skills, including experience with functions such as XLOOKUP or VLOOKUP, IF statements, SUMIF or SUMIFS, COUNTIF or COUNTIFS, pivot tables, conditional formatting, and data validation.
Familiarity with basic wage-and-hour considerations and the importance of consistent classification practices.
Five years of experience in compensation, job classification, HR analytics, human resources, finance, or a related analytical field.
Experience supporting salary surveys, market analyses, job evaluations, or classification studies.
Experience working with large data sets and reconciling information from multiple sources.
Experience working in higher education environments.
Experience in Banner ERP.
Associate’s degree in human resources, business administration, finance, economics, data analytics, public administration, or a related field with 5 years of experience in compensation, classification, human resources analytics, job evaluation, HR operations, or a related function.
High School Diploma (or equivalent) with 7 years of experience in compensation, classification, human resources analytics, job evaluation, HR operations, or a related function.
Relevant coursework, certification, or professional development in compensation, classification, human resources (SHRM or HRCI), or data analysis preferred.

Responsibilities

Compile, organize, and analyze compensation data from internal and external sources.
Assist with salary surveys, market pricing, benchmarking, and other compensation studies.
Review pay data to identify trends, inconsistencies, and potential areas for further evaluation.
Support the development and maintenance of salary structures, pay grades, ranges, and related compensation tools.
Prepare preliminary findings and recommendations based on data analysis and established compensation guidelines.
Assist with compensation projects, including annual pay reviews, market studies, and pay program updates.
Maintain accurate documentation supporting compensation analyses and decisions.
Maintain job classification records, job codes, job families, career levels, exemption status, and related information in HR systems and tracking tools.
Provide support to the establishment and classification of all College positions in HRIS systems, including but not limited to salary tables, salary groups, positions, organizational charts, and position budgets.
Assist with classification reviews by gathering information about job duties, responsibilities, qualifications, reporting relationships, and organizational needs.
Compare positions to established classification criteria, internal benchmarks, and relevant market data.
Identify classification discrepancies and recommend updates for review by senior team members.
Support the consistent application of classification standards across departments and job groups.
Consult with departmental leaders and managers on reorganizations and other positional changes.
Help maintain classification guides, procedures, documentation, and audit records.
Monitor requests and workflow to ensure classification reviews are completed accurately and on schedule.
Draft and update job descriptions based on the duties, responsibilities, qualifications, competencies, and business needs of each position.
Partner with managers and HR team members to gather and clarify job-related information.
Evaluate job descriptions for clarity, consistency, completeness, and alignment with classification standards.
Ensure job descriptions accurately distinguish essential responsibilities from preferred or incidental duties.
Maintain standardized job description formats, terminology, and document libraries.
Assist with periodic reviews to ensure job descriptions remain current and reflect organizational needs.
Create and maintain spreadsheets using formulas, functions, filters, sorting, data validation, and other Excel and reporting tools.
Compile and reconcile data from multiple files, systems, or data sets.
Use spreadsheets to support compensation comparisons, classification reviews, audits, and recurring reports.
Review data for completeness, accuracy, consistency, and proper formatting.
Prepare summary reports, charts, tables, and other materials that communicate findings clearly.
Maintain organized files and documentation in accordance with record keeping and confidentiality requirements.
Translate compensation and classification data into clear, concise, and understandable materials.
Prepare written summaries, reports, presentations, decision support documents, and recommendations.
Present findings to HR colleagues, managers, and other stakeholders with support from senior team members.
Explain analytical methods, findings, and recommendations in a professional and accessible manner.
Respond to routine compensation and classification questions while escalating complex or sensitive matters appropriately.
Communicate project status, data limitations, and follow-up needs in a timely manner.