HR Sr Analyst (Classification & Compensation)

at  Guilford County Government

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.

MINIMUM QUALIFICATIONS

$67,684.00 - $81,221.00

• 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.
• 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.

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.
Guilford County is committed to providing Equal Employment Opportunity (EEO) to employees and applicants for employment regardless of color, religion, sex, national origin, age, disability, genetic information, sexual orientation or political affiliation. The County is committed to complying with all applicable federal, state and local laws that pertain to employment, and to providing a work environment that is free from discrimination of any kind. If you need an auxiliary aide, make the request forty-eight (48) hours in advance of the time the accommodation is needed by calling 336-641-3324

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.

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.