Senior Compensation Analyst -Human Resources (Civil Service)

City of Dallas•Dallas, TX

1d•$66,744 - $83,429

About The Position

The Senior Compensation Analyst performs highly responsible technical, professional and administrative work in the classification of positions and related compensation and research programs of Human Resources. Responsible for advanced complex job analysis, organizational studies, extensive field audits, job specification development, pay plan preparation and administration, and related compensation functions.

Requirements

Knowledge of pertinent principles, practices, methods, materials, tools and resources used in the design, implementation, and maintenance of organizational compensation structure.
Knowledge of the principles, practices and procedures of classification studies to include job analyses, audits, and identification of pertinent job-related knowledge, skills, and abilities.
Knowledge of pertinent Federal, State and local laws and ordinances governing classification and compensation.
Knowledge of City policies and procedures.
Ability to exercise judgment and discretion in establishing, applying, and interpreting office policies and procedures.
Ability to gather, correlate, and analyze facts and devise solutions.
Ability to prepare clear, concise, and comprehensive reports.
Ability to establish project timelines and meet objectives ensuring to keep customers and the Human Resources Administrator informed of project status and/or deviations from original expectations.
Ability to work on multiple projects in a fast-paced environment simultaneously while also ensuring effective and efficient use of time
Ability to lead, support, train, and assists other compensation analysts.
Communicating effectively both verbally and in writing.
Establishing and maintaining effective working relationships
Bachelor’s degree in Human Resources, Management, Finance, Economics, Education, Business, Public Administration, or Social Science field .
Four (4) years of professional level experience in compensation and job analysis/evaluation. (e.g. job descriptions, market analysis/salary surveys, salary analysis, equity/promotion reviews, organizational design, salary structure design).
Valid driver’s license and good driving record.

Responsibilities

Manages the City’s salary survey development, distribution, and analysis; completes external salary survey requests; reviews compensation data to evaluate the relative impact on salaries of the performance management program; conducts and analyzes individual job audits and/or group classification surveys.
Conducts compensation research on Equity Adjustments and Exceptional Promotions to provide recommendations on compensation and perform market research; ensures compensation is competitive and complies with budget; reviews and approves classification action requests for proposed positions and oversees demotions for reduction in salary, Performance Incentive Plan payment for extra duties, and Interim Assignment Pay for temporary assignments.
Prepares position descriptions, audit or survey reports and position evaluations, and recommends classification actions; audits grade, title, and salary information.
Maintains the job classification database and ensures all updates, additions, and revisions are posted on website.
Provides recommendations to Human Resources Administrator concerning the development of policies, procedures, and improvements to compensation processes.
Responsible for the implementation and on-going management and training for the City performance management system to include making recommendations related to merit based and pay for performance types of incentives.
Meets and educates departments on salary structure, fair and equitable salaries, and provides training to various department on compensation policies and procedures.
Creates, modifies, and updates spreadsheets and other electronic media in order to help illustrate recommendations, trends, and a variety of market data; generates adhoc reports as needed for various compensation analysis and departmental requests.
Identifies benchmarks and converts raw collected job data into comparable metrics as needed to accurately compare jobs that may originally not be exact matches in order to establish a commonality for comparison.
Supports, assists, and provides training to lower level staff and compensation analyst; resolves challenging or complex compensation issues and concerns.
Performs any and all other work as needed or assigned.