Classification & Compensation Analyst

Classification & Analysis 

• Collects and thoroughly analyzes data, makes sound recommendations in alignment with Ada County’s compensation philosophy, practices and in accordance with federal and state regulations.
• Conducts research and recommends appropriate job classification and compensation structure for Ada County positions; 
• Performs a variety of compensation studies, market analysis, compression review, internal equity review, Fair Labor Standards Act (FLSA) status determination, and related analyses; 
• Performs compensation research, data analysis, design, planning and administration of the compensation program; 
• Researches market compensation trends and prepare recommendations to organizational leaders to remain competitive in recruiting and retention;
• Develops compensation models, projections, and cost scenarios to support decision-making;
•  with classification studies, pay structure reviews, and organizational realignment projects;
• Provides HR support functions of the Ada County budgetary process, including reviewing proposed personnel change requests, supporting the HR Management team during budget deliberations, and facilitating approved fiscal year adjustments;
• Proactively reviews compensation for consistency across departments, ensure fairness and equity;
• Participates in the development and refinement of compensation policies, procedures, and administrative guidelines.
• Makes recommendations and drives development of compensation strategies in alignment with short and long-term goals and objectives to the Human Resources Director, department heads, and elected officials;
• Responds to public records requests and participates in salary surveys;
• Conducts audits to ensure compliance with county, state and federal and regulations including Title VII, FLSA, EEOC, etc.

• Maintains job descriptions, job families, and classification related documents to accurately reflect essential functions and requirements;
• Performs job audits and interviews employees, staff, clients, and partners on classification and compensation-related matters;
• Conducts FLSA analyses and maintains documentation related to exemption designations.

• Provide guidance to managers, HR partners, and elected officials on broad range of compensation and classification issues and decisions related to best practices and policy interpretation; Provides advice and recommendations on compensation decisions involving:  new hire salaries, promotions, reclassifications, salary adjustments, and reorganizations;
• Support departments in understanding classification guidelines, salary placement, and internal equity considerations;
• Prepare and deliver training or informational sessions about job evaluation processes, compensation program procedure, policies, pay practices, and market trends; 
• Serve as a resource for explaining market data, pay trends, and organizational impacts in clear, accessible language.

• Maintains and updates job classification, position, and personnel information in HRIS, files, and records;
• Processes personnel actions for consistency and accuracy in a timely manner to meet review, approval, and payroll deadlines;
• Run and analyze HRIS reports, dashboards, and data extracts to support audits, studies, and leadership requests;
• Collaborate with HRIS, IT to enhance system workflows, reporting capabilities, quarterly testing and data reliability;
• Support annual updates to pay structures, salary ranges, and pay tables within the HRIS.

• Works with employees and supervisors to discuss and resolve job classification and compensation disputes;
• Participates with HR team on projects, initiatives and goals;
• Interprets and explains human resource rules, regulations, policies, and procedures;
• Performs related duties as required.

• Bachelor’s degree in Human Resources, Business/Public Administration, Finance, Economics, or a related field; or an equivalent combination of education and experience;
• Two to four years of professional experience in compensation, classification, HR analytics, or a related field;
• Professional certification (CCP, SHRM-CP/SHRM-SCP, PHR/SPHR, IPMA-HR) is preferred;
• Public-sector compensation experience; preferred;
• Knowledge of standard position classification methods and techniques, including salary surveys, job audits, organizational relationships, internal and external comparisons, class specifications, and slotting;
• Knowledge of job design and compensation plan designs, including base pay, variable pay, and market pricing;
• Knowledge of merit systems principles and practices;
• Knowledge of the principles and best practices of human resource management, employee development, mentoring, and employee relations;
• Knowledge of applicable employment laws and regulations; 
• Knowledge of effective employee supervision and motivation;
• Knowledge of basic business budget management principles preferred;
• Skill in reviewing, editing, and creating position descriptions and evaluating for placement in a job series and compensation band;
• Skill in research methods and techniques;
• Skill in compensation techniques, theory, practices, methods, programs, and plans;
• Skill in preparing and analyzing statistical reports;
• Skill in prioritizing multiple projects and deadlines;
• Skill in working effectively with individuals at all levels: employees, managers, department heads, and elected officials;
• Ability to effectively use MS Excel at an intermediate or advanced level;
• Ability to effectively use MS Word, PowerPoint, HRIS systems, and other applicable software at an intermediate level; 
• Ability to interpret and explain laws, regulations, policies, and procedures; 
• Ability to advise senior leaders on compensation best practices, pay strategy, and market competitiveness;
• Ability to explain complex information in an understandable fashion and to communicate effectively verbally and in writing, and make presentations in group settings;
• Ability to adapt to changing business needs and conditions;
• Ability to exercise tact and discretion; 
• Ability to work under own initiative and utilize independent judgment;
• Ability to work as a member of a team to accomplish division and department goals;
• Ability to maintain confidentiality of human resource issues and records.