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Senior-Level Classification
1 month ago
PCG Consulting group is a dynamic and innovative technology-driven organization that partners with health, education, and human services agencies to improve lives. We're currently partnered with Deloitte and is looking for a Senior -Level Classification & Compensation Analyst to join our team.
We are looking for a professional Senior-Level Classification and Compensation Analyst who will be responsible for evaluating, analyzing, and implementing classification and compensation structures within an organization. Their primary focus is to ensure that job roles are accurately categorized, appropriately graded, and compensated fairly and competitively.
Key responsibilities:
- Job Classification: They classify various job positions within the organization based on factors such as job duties, responsibilities, qualifications, and complexity. This involves developing job descriptions, determining job levels or grades, and establishing consistent job titles.
- Compensation Analysis: They conduct thorough analysis of compensation data to determine appropriate salary ranges for different job classifications. This includes researching industry benchmarks, evaluating market trends, and considering internal equity and organizational budget constraints.
- Benchmarking: They compare the organization's compensation and benefits packages with those offered by other employers in the industry to ensure competitiveness and alignment with market standards.
- Compensation Planning: They assist in developing and implementing compensation strategies and policies, including pay structures, incentive programs, and performance-based compensation systems.
- Compliance: They ensure that compensation practices comply with relevant laws and regulations, such as the Fair Labor Standards Act (FLSA), Equal Pay Act, and other federal, state, and local regulations governing compensation and classification.
- Job Evaluation: They evaluate the relative worth of different job positions within the organization, considering factors such as job complexity, skill requirements, and market demand.
- Communication and Documentation: They communicate compensation policies and practices to employees and stakeholders, and maintain accurate records of job classifications, salary structures, and compensation decisions.
- Education: A bachelor's degree in Human Resources, Business Administration, Industrial/Organizational Psychology, Finance, or a related field is typically required. Some employers may prefer candidates with a master's degree or specialized certification in compensation management, human resources, or a related field.
- Analytical Skills: Strong analytical skills are essential for analyzing compensation data, conducting benchmarking studies, and formulating compensation recommendations. Proficiency in data analysis tools such as Excel, SPSS, or statistical software is often required.
- Communication Skills: Excellent verbal and written communication skills are necessary for effectively communicating with stakeholders, preparing reports and presentations, and drafting job descriptions. The ability to convey complex information clearly and concisely is important.
- Attention to Detail: Attention to detail is crucial for accurately classifying jobs, analyzing compensation data, and documenting processes. Even minor errors in classification or compensation calculations can have significant implications.
- Project Management Skills: The ability to manage multiple projects simultaneously, prioritize tasks, and meet deadlines is important in roles that involve developing compensation structures, conducting analyses, and implementing process improvements.
- Knowledge of Employment Laws and Regulations: Familiarity with relevant federal, state, and local employment laws and regulations, such as the Fair Labor Standards Act (FLSA), Equal Pay Act, and relevant anti-discrimination laws, is essential for ensuring compliance in compensation and classification practices.
- Teamwork and Collaboration: The ability to work effectively as part of a team, collaborate with colleagues across departments, and build positive working relationships is important for success in this role.
- Integrity and Confidentiality: Given the sensitive nature of compensation data and decisions, a high level of integrity and the ability to maintain confidentiality is essential.
- Certifications: Professional certifications such as Certified Compensation Professional (CCP), Professional in Human Resources (PHR), or Senior Professional in Human Resources (SPHR) are often preferred and can demonstrate expertise and commitment to the field.
- Experience: Previous experience in compensation analysis, job classification, HR operations, or related fields is typically required. Experience working with compensation surveys, market data analysis, and job evaluation methodologies is highly desirable. Experience in healthcare or other specialized industries may be preferred for roles that involve physician compensation analysis. Experience working with compensation surveys, market data analysis, and job evaluation methodologies is highly desirable.
