Senior Classification and Compensation Analyst

Bernalillo County•Albuquerque, NM

23h•Hybrid

About The Position

The Classification and Compensation Analyst Senior provides a variety of professional, technical, and analytical Human Resources functions in the areas of classification, compensation, and salary administration. Responsibilities include conducting bi-yearly salary surveys, managing allowance extensions, special pay, and one-time payments. This role manages the classification and compensation modules within the county-wide Human Resources Information System (HRIS) and assists in training related to classification and compensation.

Requirements

Bachelor’s Degree in Human Resources, Business Administration, Public Administration, or related field.
Five (5) years of professional experience in human resources, business operations, administration, finance, or a related field involving analysis, coordination, or program support.
Any equivalent combination of related education and/or experience may be considered for the above requirements.
Successful completion of a post-offer employment medical examination and background investigation.
Adherence to all County safety guidelines.
Complete all FEMA training(s) assigned to this position.
Possession of a valid New Mexico driver’s license by the date of hire and maintenance of a valid license while employed in this position.
Complete required supervisor training, if applicable.

Nice To Haves

Experience in human resources, including classification, compensation, or related functions.

Responsibilities

Coordinates with assigned County departments on classification and compensation requests, issues, or other matters as required or assigned by the Compensation Manager.
Conducts classification and compensation analyses on new hires, promotions, reclassifications, and transfers to ensure consistency with the County’s compensation philosophy.
Reviews and evaluates applicants' experience and education as it pertains to the position and makes compensation recommendations based on research and analysis.
Participates in classification and compensation projects and studies of varying complexity; reviews, analyzes, and evaluates classifications and salary structures.
Conducts and participates in salary surveys; researches, collects, and analyzes market data and internal salary relationships.
Consults with and recommends to the Compensation Manager appropriate classifications, grades, and salary ranges.
Conducts individual classification desk audits by gathering information from involved parties, analyzing collected data, and preparing written reports with recommendations.
Notifies management of approved recommendations.
Reviews and analyzes classification descriptors for job content.
Creates new job descriptions or revises existing ones.
Determines the appropriate classification for new or modified positions and verifies assigned duties, education, and experience requirements.
Determines methodology for collecting and analyzing data and recommends or implements approved classifications, as assigned.
Maintains and manages the classification and compensation modules within the County-wide HRIS system.
Conducts internal audits on classification and compensation actions to ensure data accuracy and makes corrections as needed.
Prepares statistical reports and correspondence; responds to written and verbal inquiries regarding classification, compensation practices, and related matters.
Administers and coordinates the Temporary Upgrade process for temporary increases in pay and review HR maintenance reports for accuracy on a scheduled basis, as assigned.
Administers and coordinates allowance extensions, special pay processes, one-time payments, and incentive pay, as assigned.
Schedules and attends meetings related to compensation issues.
Handles sensitive and confidential records, plans, documents, or decisions, and maintains confidentiality of all sensitive information.