HR Sr Analyst (Classification & Compensation)

ABOUT THE OPPORTUNITY

We are seeking a skilled Human Resources Senior Analyst to join our team, specializing in Classification and Compensation. In this role, you will dive into complex issues, utilizing your analytical skills to make informed impactful decisions regarding classification and compensation.

GENERAL STATEMENT OF DUTIES

Position performs complex professional human resources business analyst work in planning, coordinating, and

administering work in all areas of Human Resources. Performs work in the program areas of recruitment & selection,

classification and compensation, employee relations and departmental strategic planning.

DISTINGUISHING FEATURES OF THE CLASS

An employee in this class demonstrates analytical skills by successfully handling complex issues related to

Human Resources.  The employee performs analytical and personnel work supporting all county departments,

which involves planning, coordinating, and administering all areas of the Human Resource Department including

recruitment and selection, classification and compensation and employee relations.  The employee exercises

independent judgment and discretion in applying and interpreting personnel and departmental guidelines;  

communicates effectively with employees and with management on a one-on-one or group basis; makes and 

communicates decisions independently; and works in a lead capacity to plan, direct, and review the work of others.

Work requires frequent and regular contact with customers both inside and outside of direct reporting relationship.

May serve as an on-going project manager (independently or through support staff) of various projects, and conduct

post-implementation project analysis and evaluation of results achieved.  Work is distinguished from an HR Analyst by

scope and complexity of work, increased independence in decision making, and working in a lead capacity assigning,

reviewing and guiding the work of others. Work is performed under the general supervision of a Human Resources

Manager.

DUTIES AND RESPONSIBILITIES

Essential duties and responsibilities include, but are not limited to:

• Conducts market pay analyses and internal compensation analyses for job evaluation. 
• Makes salary recommendations for new hires and promotions. 
• Collects and analyzes statistical data.
• Responds to compensation survey requests, analyze results, identify trends and recommend changes.
• Tracks trends and developments in the area of classification and compensation.
• Conducts audits to maintain the integrity of compensation data. 
• Manages and maintains job description inventory and administers regular review and updates of each classification every two years.
• Support annual compensation planning and implementation of the annual compensation cycle.
• Perform data analyses, conduct cost analyses, and prepare reports.
• Collaborate with managers and Talent Acquisition team to development and edit job descriptions that accurately reflect the work performed by incumbents.
• Assists with entering pay transactions or the creation of mass pay uploads for the ERP system.
• Assists with salary and pay plan maintenance.
• Assists with position control.
• Updates and maintains the Classification and Compensation intranet page.
• Reviews, interprets, and recommends policy and procedure improvements.
• Participates in working groups and committees.
• Provide training in assigned functional area.
• Conducts group and individual occupational classification/market studies with outside agencies and recommend classification placement.
• Conducts desk audits/interviews when requested. 
• Provides job analysis and evaluation including recommendations for class and grade allocation.
• Reviews job description revisions to determine impact on classification, update official descriptions in department files and applicant tracking system.
• Serves as department's resource/liaison to external sources, departments and agencies and respond to classification questions.
• Collects information for job evaluation rating and keeps updated files on classification history.
• Performs other duties as assigned.

• Thorough knowledge of departments served, county policies and procedures, Human Resources processes, laws, trends, and general statutes affecting Human Resource administration.
• Thorough knowledge of the human resources function and its impact on the organization.
• Thorough knowledge of classification and compensation purpose, function, and capabilities.
• Thorough knowledge of accepted accounting and payroll processing practices.
• Knowledge of Human Resource policies, job processes, and budget planning.
• Knowledge of modern office practices and procedures.
• Skill in operating office equipment.   
• Ability to effectively communicate both orally and in written form.
• Ability to exercise judgment and discretion in applying and interpreting personnel and departmental guidelines.
• Ability to work with employees at all levels within the organization.
• Ability to maintain the confidentiality of personnel records and discussions; 
• Skill in gathering and analyzing complex data.
• Skill in analysis, strategic thinking, and problem solving. 
• Ability to understand a variety of complex problems and generate creative solutions.
• Ability to conduct training using methodologies and practices sufficient to provide instruction to employees in the use of computer systems software and hardware.
• Ability to develop and maintain agency databases and provide information system needs to end users.

• Graduation from a four-year college or university with a major in Human Resources Management, Public Administration, Business Administration, or a closely related discipline AND at least four years of human resources experience of which at least two years demonstrating progressively responsible technical experience within the specialty area to be assigned; OR 
• Associate’s degree in with a major in Human Resources Administration, HR Management, Public Administration, Business Administration, Management Information Systems, or a closely related discipline AND six years of progressively responsible experience in Human Resources; OR,
• High School Diploma or GED AND eight years of progressively responsible experience in Human Resources.  

• Graduation from a four year college or university with a major in Human Resources Administration, HR Management, Public Administration, Business Administration, or a closely related discipline AND three years of progressively responsible experience in Human Resources; OR,

• Associate’s degree in with a major in Human Resources Administration, HR Management, Public Administration, Business Administration, Management Information Systems, or a closely related discipline AND five years of progressively responsible experience in Human Resources; OR,

• High School Diploma or GED AND seven years of progressively responsible experience in Human Resources.  

Trainee Option

• Graduation from a four-year college or university with a major in Human Resources Administration, HR Management, Public Administration, Business Administration, or a closely related discipline AND one (1) year of experience in Human Resources; OR, 

• Masters degree in Human Resources Administration, Human Resources Management, Public Administration, Business Administration or a closely related discipline.

 Preferred Qualifications

• Experience in a centralized governmental Human Resources Department.

• Proficient with Microsoft Office Suite, particularly Excel and Word. 

Physical Demands
An employee in this position must be able to physically perform the basic life operational functions of kneeling, crouching, reaching, standing, walking, pushing, pulling, lifting, fingering, grasping, feeling, talking, hearing, and repetitive motions.  The employee must be able to perform light work exerting up to 10 pounds of force routinely and/or in excess of 20 pounds of force occasionally to lift objects.
 
Working Conditions
Workspace consists of a normal office environment.  No adverse environmental conditions.

May Require Driving 
This position may require driving for this position whether driving a County owned or personal vehicle to conduct county business such as but not limited to attending conferences, meetings, or any other county related functions.   Motor Vehicle Reports may be verified for valid driver's license and that the driving record is compatible with the county's driving criteria.
If a personal vehicle is operated for county business proper insurance is maintained as per Guilford County's vehicle use policy.
 
Special Note: This generic class description gives an overview of the job class, its essential job functions and recommended job requirements.  However, for each individual position assigned to this class, there is available a completed job description with physical abilities checklist which can be reviewed before initiating a selection process.  These job descriptions can provide additional detailed information on which to base various personnel actions and can assist management in making legal and defensible personnel decisions.