HR Compensation Analyst

HR Compensation Analyst

Serves as an internal consultant to HR business and service partners as well as other leaders and managers regarding compensation practices, questions and issues. Performs a variety of responsible professional, technical and analytical classification and compensation activities related to day-to-day compensation administration and system maintenance. Ensures consistent application of the classification standards for jobs and personnel.

Education and Experience Required : Bachelor's degree and one (1) year of human resources or finance experience.

Certifications, Licenses or Registration required : N / A

Preferred Qualifications : Compensation administration experience.

Knowledge, Skills, and Abilities : Knowledge of Human Resources principles and best practices in compensation including job analysis / evaluation, applicable Federal, State, and local rules, regulations and / or statutes. Research methods and data analysis techniques. Skill in conducting studies and preparing sound recommendations. Analyzing and interpreting policies, practices and procedures. Preparing written reports for varied audiences. Working with diverse academic, cultural and ethnic backgrounds. Utilizing computer technology used for communication, data gathering and reporting. Problem solving. Ability to effectively communicate both in writing and verbally. Handle sensitive and confidential matters and situations. Understand and follow broad and complex instructions / procedures. Responsibilities :

• Reviews and approves Workday actions related to job offers, transfers, and other compensation actions according to established compensation practice guidelines, and policy.
• Researches historical information to ensure that internal pay equity is maintained during compensation actions.
• Accurately assess and inputs data.
• Assists leaders and Human Resources Business Partners (HRBPs) with Workday navigation concerning job descriptions, minimum requirements, pay ranges, and other compensation related information.
• Collaborates with HRBPs and leaders on day-to-day compensation issues, policy interpretation, problem solution and compliance with university regulations and state and federal law.
• Maintains knowledge of UMMC pay practices / policies to perform duties accurately and service as an information resource.
• Collaborates in the development, writing, editing and modification of operating polices, guidelines and procedures.
• Reviews, edits, and maintains job descriptions ensuring alignment with institutional practices and guidelines.
• Evaluates job descriptions, ensuring duties and responsibilities are accurately captured to participate in and utilize compensation surveys for assessing compensation grade assignment.
• Participates in the preparation and implementation of market salary adjustments.
• The duties listed are general in nature and are examples of the duties and responsibilities performed and are not meant to be construed as exclusive or all-inclusive. Management retains the right to add or change duties at any time.

Physical and Environmental Demands : Requires occasional travelling to offsite locations, occasional bending, occasional lifting and carrying up to 25 pounds, occasional crouching / stooping, occasional driving, occasional kneeling, occasional pushing / pulling, occasional reaching, constant sitting, occasional standing, occasional twisting, and occasional walking. (occasional-up to 20%, frequent-from 21% to 50%, constant-51% or more)

Time Type : Full time

FLSA Designation / Job Exempt : Yes

Pay Class : Salary

FTE % : 100

Work Shift :

Benefits Eligibility :

Grant Funded :

Job Posting Date : 07 / 3 / 2025

Job Closing Date (open until filled if no date specified) : 07 / 7 / 2025