Senior HR Compensation Analyst

City of Chattanooga•Chattanooga, TN

5h•$65,304 - $78,895•Onsite

About The Position

The Senior HR Compensation Analyst is a stand-alone position in the City of Chattanooga’s Human Resources Department. The role manages the City’s classification, compensation, position control, and Fair Labor Standards Act (FLSA) compliance functions. It analyzes positions and salary actions, conducts market surveys, recommends compensation adjustments, and advises department leaders on compensation and classification matters. The position requires independent judgment, advanced compensation knowledge, and expertise in wage and hour law. The analyst administers classification and compensation programs; conducts job and market analyses; maintains classification specifications, compensation records, and position-control systems; reviews pay-related personnel transactions; and develops salary models and reports to support budgeting, workforce planning, and organizational decisions. The role also consults with City departments on compensation policy, workforce planning, classification, regulatory designations, and compensation discrepancies. The position is based at City Hall, 101 East 11th Street. Work hours are Monday through Friday, 8:00 a.m. to 4:30 p.m. EST; hours may vary due to work assignments or projects. This is an exempt position. Pre-employment screening includes a background check.

Requirements

Bachelor’s degree in Business Administration, Human Resources, or a closely related discipline and four years of increasingly responsible professional experience in compensation administration; or a matching master’s degree and 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 practices, mathematical concepts including statistics, job analysis methods, test development, records maintenance, performance appraisal, applicable laws and regulations, job evaluation, negotiation, and customer service.
Skill in customer service; interpreting and applying laws, regulations, policies, and procedures; job analysis and evaluation; salary costing; analyzing, interpreting, and presenting data; interpreting descriptive statistics; using computers and related software; preparing reports; public speaking; and communication and interpersonal interaction.
Ability to meet regular attendance requirements and maintain effective working relationships.

Nice To Haves

Certified Compensation Professional (CCP) certification is preferred.

Responsibilities

Administer and manage the City’s classification and compensation programs, including job analysis, job evaluation, position audits, salary administration, and pay equity review.
Conduct classification and compensation studies using job questionnaires, organizational structures, position duties, and labor-market data to recommend classifications, salary grades, and compensation.
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, acting assignments, and other pay actions.
Design and conduct salary and benefits surveys, labor-market studies, and compensation benchmarking; recommend changes related to market competitiveness, pay structures, internal equity, and compensation programs.
Develop compensation cost models, salary projections, and what-if analyses to support budget development, workforce planning, recruitment, retention, and long-range financial planning.
Provide technical consultation and advice to managers, supervisors, department directors, and employees on compensation policies, salary placement, FLSA determinations, pay administration, classification, 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 supporting Human Resources operations.
Collaborate with departments to assess whether classifications require safety-sensitive, child-sensitive, CDL, or other compensation-related regulatory designations and ensure compliance with applicable laws.
Facilitate the annual job classification review with departmental leadership and the Budget Department, aligning position requests and classification changes with fiscal-year financial planning.
Partner with departmental leadership and HR Business Partners to investigate and resolve compensation discrepancies, overpayments, retroactive adjustments, and position-classification issues.
Meet regular attendance requirements and maintain good interpersonal relationships with staff, coworkers, managers, and citizens.
Perform the essential functions of the job in a timely manner, with or without reasonable accommodation, and perform other duties as assigned.