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Compensation Analyst II or I
2 months ago
Compensation Analyst II:
Under the direction of the HR Director, the Compensation Analyst II performs a variety of professional, technical, and analytical compensation duties related to the maintenance, implementation and administration of the university’s compensation policies and programs.
Responsible for administering organizational compensation programs including, but not limited to evaluating and analyzing salary data, determining pay grades and FLSA designations and analyzing data from survey sources. Conducts market analysis of organization jobs to determine competitive positioning of the organizations pay programs.
Compensation Analyst II position information:
FLSA Status:
Exempt
Salary Grade:
14
Salary Range:
$82,000 to $87,000 depending on experience
Compensation Analyst I:
Under the direction of the HR Director, the Compensation Analyst I performs first level compensation duties related to the maintenance, implementation and administration of the university’s compensation policies and programs.
Responsibilities include but are not limited to reviewing salary data to make recommendations for hiring, assisting with compensation surveys, and maintaining accuracy within various systems and platforms supporting the organization’s compensation program.
Compensation Analyst I position information:
FLSA Status:
Non-exempt
Salary Grade:
12
Salary Range:
$67,000 to $72,000 depending on experience
Minimum Education and Experience
Compensation Analyst II:
Bachelor’s degree in related field. Three (3) years or more experience in compensation administration with hands-on knowledge of market pricing and job evaluation techniques; and calculation and interpretation of mathematical formulas such as percentages, ratios, statistical average, median, and multiple regressions. Advanced proficiency level in Microsoft Excel. An equivalent level of education and/or experience may be considered.
Compensation Analyst I:
Bachelor’s degree in related field. Two (2) years or more years’ experience in compensation administration with hands-on knowledge of market pricing and job evaluation techniques. An equivalent level of education and/or experience may be considered.
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