Senior HR Compensation Analyst

City of Chattanooga•Chattanooga, TN

1d•Onsite

About The Position

The Senior HR Compensation Analyst manages the City’s classification, compensation, position control, and Fair Labor Standards Act (FLSA) compliance functions. This stand-alone analytical Human Resources role uses independent judgment and advanced compensation expertise to evaluate positions, determine appropriate classification and pay, review salary actions for internal equity and policy compliance, conduct market surveys, recommend budgeted compensation adjustments, and advise department leaders on compensation and classification matters. The position administers classification and compensation programs and systems; conducts job analyses, evaluations, audits, market studies, and pay-equity reviews; maintains class specifications and compensation records; and reviews pay-related personnel transactions. It develops compensation cost models and reports to support budgeting, workforce planning, and decision-making, and provides consultation on compensation policy, salary placement, FLSA determinations, classification, and related regulations. The role also collaborates with departments on classification designations and annual reviews, and works with departmental leaders and HR Business Partners to investigate and resolve compensation discrepancies. The position is based at City Hall, 101 East 11th Street. Scheduled hours are Monday through Friday, 8:00 a.m. to 4:30 p.m. EST; hours may vary due to work assignments or projects. It is an exempt position. Pre-employment screening includes a background check. The City provides reasonable accommodations to qualified individuals with disabilities.

Requirements

Bachelor’s degree in Business Administration, Human Resources, or a closely related discipline, together with four years of increasingly responsible professional experience in compensation administration; or a matching master’s degree with three years of specialized compensation-analysis experience; or eight years of equivalent progressive professional experience in compensation analysis; or an equivalent combination of education and experience.
Valid driver’s license.
Knowledge of compensation and classification principles and practices, general human-resources principles, statistics, job-analysis methods, job-evaluation methods, records maintenance, performance appraisal, negotiation, customer service, and applicable laws, regulations, policies, and procedures.
Skill in customer service; interpreting and applying laws and policies; conducting job analysis, job evaluation, and salary costing; analyzing and presenting data; interpreting descriptive statistics; using computers and related software; preparing reports; public speaking; and communicating and interacting effectively.

Nice To Haves

Certified Compensation Professional (CCP) certification.

Responsibilities

Administer and manage the City’s classification and compensation programs, including job analysis, job evaluation, position audits, salary administration, and pay-equity reviews.
Conduct classification and compensation studies using job questionnaires, organizational structures, position duties, and labor-market data to recommend classifications, salary grades, and compensation actions.
Develop, revise, and maintain class specifications, compensation documentation, salary-administration records, and classification histories; establish or modify classifications as needed.
Maintain and administer City-wide position-control and compensation-management systems, ensuring accurate authorized positions, salary assignments, pay grades, and approved organizational changes.
Review, analyze, and approve compensation-related personnel transactions, including salary adjustments, reclassifications, promotions, demotions, and acting assignments.
Design, conduct, and evaluate salary and benefits surveys, labor-market studies, and compensation benchmarking analyses; recommend market, pay-structure, equity, and program changes.
Develop compensation cost models, salary projections, and what-if analyses for budget development, workforce planning, recruitment, retention, and long-range financial planning.
Advise managers, supervisors, department directors, and employees on compensation policies, salary placement, FLSA determinations, pay administration, classification matters, and personnel regulations.
Prepare, analyze, and present compensation, classification, workforce, and statistical reports for executive decision-making, policy development, organizational studies, and departmental operations.
Consult with departments on workforce planning, organizational design, employee competency development, salary compression, retention, and strategic compensation solutions.
Participate in compensation surveys, committee assignments, special studies, and organizational projects.
Collaborate with departments to assess classifications for safety-sensitive, child-sensitive, CDL, and other compensation-related regulatory designations.
Facilitate the annual job-classification review with departmental leadership and the Budget Department, aligning new-position requests and classification changes with fiscal-year financial planning.
Partner with departmental leadership and HR Business Partners to investigate and resolve compensation discrepancies, including overpayments, retroactive adjustments, and position-classification issues.
Meet regular attendance requirements; maintain effective interpersonal relationships; and perform essential and other assigned duties in a timely manner, with or without reasonable accommodations.