Compensation Analyst III
| Estimated Pay info | Based on similar jobs in your market$40 per hour |
|---|---|
| Hours | Full-time, Part-time |
| Location | Atlanta, Georgia |
About this job
Compensation Analyst III
Human Resource Administration
Georgia State University
The Department of Classification and Compensation coordinates the university's staff job classification process. We help establish new staff positions and reclassify existing ones. We also assist with compensation ranges and strategic job design.
Are you passionate about ensuring employees are compensated fairly for the work they perform? If you are, we have the perfect opportunity for you! We hire great people from a wide variety of educational, career, and personal backgrounds, not just because it is the right thing to do, but because it makes us a stronger team. The department of Classification and Compensation at Georgia State University seeks to hire an experienced Compensation Analyst III to join our team.
WHAT MAKES GSU A GREAT PLACE?
- Generous benefits, including health, dental, vision, tuition assistance, retirement, etc.
- A knowledge-sharing organization that works collaboratively with diverse partners.
- Professional development opportunity and mentorship.
- A rapidly growing center within an academic setting.
POSITION SUMMARY:
The Compensation Analyst III provides advanced-level expertise in compensation analysis, classification, and workforce planning. This role serves as a senior consultant to HR leadership and organizational partners, supporting complex compensation initiatives, ensuring data integrity, and driving process improvements. The position may act in a lead capacity in the absence of the Associate Director.
KEY RESPONSIBILTIES:
Compensation Consulting & Classification
* Provide advanced HR consultation on complex compensation actions, including reorganizations, comprehensive classification reviews and evaluations of minimum hiring standards.
* Conduct desk audits to asses job duties, responsibilities, and appropriate classification.
* Assist in the creation and revision of job specifications, including drafting documentation, assigning job codes, and updating systems and internal records.
Market Analysis & Compensation Strategy
* Conduct in-depth market analysis to evaluate the competitiveness of compensation programs.
* Asses pay grade assignments and develop data-driven recommendations based on internal equity and external benchmarks.
* Coordinate and complete external market surveys; serve as liaison with compensation survey vendors.
Data Analysis & Compliance
* Analyze compensation and workforce data trends to support workforce planning and strategic decision-making.
* Perform data audits and update records to ensure accuracy, consistency, and compliance with institutional policies and applicable regulations.
Process Improvement & Documentation
* Collaborate with the Assistant Director to lead process-mapping initiatives related to large-scale compensation structure changes.
* Evaluate workflows, develop standard operating procedures, and recommend process improvements.
* Develop and maintain comprehensive documentation of compensation processes for internal use and broader organizational transparency.
Training, Leadership & Support
* Provide training, mentorship, and guidance to junior staff.
* Serve as a consultant and resource to Human Resource Officers and other stakeholders.
* Act as lead in the absence of the Associate Director, ensuring continuity of operations and project oversight.
* Perform other duties as assigned.
SKILLS AND COMPETENCIES:
- Excellent consulting, communication, and interpersonal skills.
- Strong analytical and problem-solving abilities.
- Ability to work with sensitive information
- Ability to exercise discretion, sound judgment and function independently.
- Proven ability to manage multiple projects and meet deadlines.
- Demonstrated ability to build trust and collaborate effectively with leaders at all levels.
Salary offers will be determined based on the candidate's qualifications in relation to the Minimum Hiring Standards. Candidates earlier in their careers are typically offered salaries closer to the minimum of the hiring range, while those with more advanced or relevant experience may be considered for compensation at or above the hiring range.
Disclaimer: This job requisition provides a high-level job definition. It is not intended to provide a comprehensive or exclusive list of job duties. As such, job duties and/or responsibilities within the context of this job requisition may change at the discretion the employee's direct supervisor.Minimum Hiring Qualifications:
Bachelor's degree and four years of related experience, or a combination of education and related experience.
Preferred Hiring Requirements:
- Bachelor's degree in Human Resources, Business Administration, or a related field.
- Five (5) or more years of experience in Human Resources, Compensation, and/or HR data analytics, at least three of which must have been in compensation.
- Experience in a public sector or higher education setting.
- Experience with compensation tools such Payscale and/or Salary.com
- Familiarity with a variety of salary surveys (e.g., CUPA-HR, Mercer, WTW, Culpepper).
- Experience using enterprise level ERP/HRIS systems such as Workday.
- Advanced proficiency with Microsoft Excel for data analysis and reporting.
To be fully considered for this position, all candidates at the time of submission must provide the following documents:
- A complete and accurate GSU application
- Cover Letter
- Resume
- Finalist will be required to provide 3 professional references
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