Classification and Compensation Analyst Lead

The KYO Group; Albuquerque, Northern (NM, KY); Hybrid; USD 85,000 - 115,000; Full time

Job summary

The KYO Group in Albuquerque, NM is seeking a Classification and Compensation Analyst Lead to spearhead compensation projects, analyze classification requests, and partner with management on pay decisions. The role requires strong data-driven analysis, market benchmarking, and effective coordination with the Classification and Compensation Manager.

Responsibilities include leading salary surveys, determining appropriate classifications and grades, and maintaining confidential records.

Qualifications

• Bachelor’s degree in HR, business or related field with 5 years of HR experience.
• Experience leading compensation projects and salary/classification reviews.
• Ability to analyze market data and prepare cost analyses.

Responsibilities

• Lead compensation projects and manage major aspects of the county program.
• Analyze and determine approaches for compensation/classification matters.
• Research market competitiveness with analytics, data modeling and costing.
• Coordinate with manager on requests and issues, providing recommendations.
• Conduct salary surveys and participate in classification studies to set grades.

Skills

Compensation analysis

Job classification

Data analytics

Market benchmarking

Project leadership

Education

Bachelor’s degree in Human Resources, Business Administration, Public Administration, or related field

Job description

Classification and Compensation Analyst Lead

• 1. Lead compensation projects and assumes responsibility for major aspects of the Bernalillo County compensation program as assigned.
• 2. Review, analyze, and determine the appropriate approach for team matters that relate to Compensation or Classification such as compensation and classification requests prior to submittal for management approval.
• 3. Research and validate market competitive position by preparing analytics, data modeling and costing analysis.
• 4. Coordinate with Classification and Compensation Manager on compensation and classification requests, issues or other matters as required or assigned by the Compensation Manager.
• 5. Conduct classification and compensation analysis, research reports as assigned. Assist with determining methodology for collecting and analyze data and recommend/implement approved classifications.
• 6. Lead and participate in classification and compensation projects/studies of varying complexity; reviews, analyzes, and evaluates positions and assists and consults with Classification and Compensation Manager with determining appropriate classification, grade and salary levels based on analysis and point factoring in order to determine if the duties are commensurate with the grade. Conduct and participate in the completion of salary surveys; research, collect and analyze market data and analyzing internal salary relationships.
• 7. Represent Compensation to HR Operations and department management on issues of classification decisions and pay adjustments in support of program enhancements by identifying key facts, explaining conclusions, and making presentations to Management.
• 8. Review, analyze and finalize job descriptions and job content. Create new class specifications/job descriptions or revise existing ones. Determine the appropriate classification for new or modified positions and review the major duties and responsibilities assigned to the position and verify appropriate level of education, experience and assigned duties.
• 9. Conduct job audits and recommends classification of newly proposed positions. Evaluates existing positions to ensure appropriate classification and grading of positions.
• 10. Conduct individual position audits by gathering information from involved parties, analyze collected data, prepare written report to include recommendations and notifies management with recommendations.
• 11. Lead and participate in the development of management and administrative policies, procedures and project planning.
• 12. Analyze and review management practices and procedures and makes recommendations for improvement.
• 13. Lead various compensation analysis projects as assigned.
• 14. Evaluate workflow, processes, various operations systems, etc. to advise management about job design, classification issue.
• 15. Review Compensation requests and evaluates and screens applicants' experience and education as it pertains to the position and compensation review and conducts an overall analysis prior to submittal for management approval.
• 16. Review and evaluate Reclassification and classification related requests and any associated compensation reviews and conducts an overall analysis prior to submittal for management approval.
• 17. Maintain records in the areas of salary administration, temporary increases, classification reviews and job descriptions.
• 18. Incumbent(s) in this classification may handle sensitive and/or confidential records, plans, documents or decisions that require maintaining confidentiality of sensitive information.
• 19. Any one position may not include all duties listed. However, the allocation of positions will be determined by the amount of time spent performing the essential duties listed above.

*The above information on this job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a omprehensive inventory of all duties and responsibilities required of all employees assigned to this job.

MINIMUM QUALIFICATIONS:

1. Bachelor’s Degree in Human Resources, Business Administration, Public Administration, or related field, and five (5) years of related work experience in general Human Resources. Any equivalent combination of related education and/or experience may be considered for the above requirements.

ADDITIONAL REQUIREMENTS:

The offer of this Bernalillo County position requires compliance with the following:

• 1. Employee must successfully complete the post-offer employment medical examination and background investigation.
• 2. Employee must comply with the safety guidelines of the County.
• 3. Employee must complete required FEMA training(s) as assigned to position.
• 4. Employee must possess and maintain a New Mexico driver’s license.

WORKING CONDITIONS:

• 1. Most essential duties are performed indoors in a temperature-controlled environment.
• 2. Indoor working surface is even and may be carpeted or tiled floor.
• 3. Indoor surfaces are typically dry and may involve the use of stairs.
• 4. Works alone primarily, with or without directions.
• 5. Works with a group at times and with a select team at times.

EQUIPMENT, TOOLS, AND MATERIALS Equipment typically used in the performance of office duties includes telephone, computer terminal, computer printer, computer keyboard, photocopy machine, fax machine and calculator. Materials and products handled while performing essential duties include files, forms, reports, various other paperwork, and a wide variety of basic office supplies. May be required to drive county vehicle in course of duty.