Compensation Analyst

Georgia Institute of Technology; Atlanta (GA); On-site; USD 99,096 - 115,000; Full time

Job summary

The Georgia Institute of Technology in Atlanta is seeking a Principal Compensation and Classification Analyst. This role provides expert-level consulting for compensation decisions within assigned schools and colleges, leading analyses and driving data-informed recommendations on pay and classifications.

The ideal candidate will have 8+ years of experience in remuneration matters, strong analytical and project management skills, and a Bachelor's degree or equivalent experience. Technology acumen is essential for improving reporting efficiency and decision-making accuracy.

Qualifications

• Typically 8+ years of relevant professional experience in compensation and/or classification work.
• Experience leading market studies and establishing salary structures.
• Proven ability in analytics and data visualization.

Responsibilities

• Provide strategic compensation consulting for assigned portfolio.
• Conduct market pricing and develop pay recommendations.
• Lead job evaluation for complex positions.

Skills

Quantitative analysis

Consulting skills

Project management

Use of technology for reporting

Education

Bachelor’s degree in a related discipline

Job description

Department Information

Georgia Tech Human Resources (GTHR) serves the Institute and its more than 14,000 employees through strategic counsel, employee engagement, and essential human capital management operations. As the people's unit, GTHR is engaged throughout the employee’s lifetime at Georgia Tech. Our team works with sensitive employee information and assists in the management of complex employee issues. Professionalism and confidence are of the utmost importance within our team.

What we do

• Process payroll and maintain employment data for approximately 14,000 active faculty, staff, and students
• Strive to attract, recruit, and retain the best talent in the marketplace
• Provide immigration, labor, and tax support required for foreign national faculty and staff to work at Georgia Tech and support employees performing services overseas
• Leverage a market-driven compensation structure to attract and retain employees
• Advise employees and managers regarding work performance and conflict management

Compensation And Classification Department

Define and maintain job structures by evaluating roles to ensure accurate job titles, levels, and classifications aligned with organizational needs, governance requirements, and market context. Establish and manage market-driven salary structures that support talent attraction and retention while maintaining internal consistency and alignment with Georgia Tech and the University System of Georgia requirements. Support talent attraction and retention by applying competitive, sustainable, and data-informed compensation practices. Monitor parity and compression to identify pay concerns and inform data-driven recommendations. Advise leaders, managers, and employees on job classification and compensation practices.

Principal Compensation and Classification Analyst

The Principal Compensation and Classification Analyst provides expert-level expertise and consultative support for compensation and classification decisions within an assigned portfolio of schools, colleges, and/or administrative units. This role leads complex analyses and segmented‑unit initiatives and serves as an escalation point for high‑impact cases, delivering data‑driven recommendations on pay positioning, market competitiveness, job evaluation, and internal alignment. Working in a fast‑paced, dynamic environment, the Principal Analyst partners with Human Resources Business Partners, Talent Acquisition, Finance, and unit leaders to manage competing priorities and deliver timely, defensible outcomes supported by clear documentation and internal controls. The role applies program and project management practices to deliver workstreams across stakeholders and leverages technology and AI‑enabled analysis, as appropriate, to strengthen reporting, scenario modeling, and process efficiency. This position does not have formal people management responsibilities and is not accountable for Institute-wide program ownership.

Responsibilities

1. Provide strategic compensation and classification consulting for an assigned portfolio, partnering with unit leaders and Human Resources partners to support pay decisions, job changes, and workforce planning needs.
2. Conduct complex market pricing, job matching, and survey interpretation; develop recommendations on pay positioning and range considerations supported by clear rationale and documentation.
3. Lead job evaluation and leveling for complex or sensitive positions within the portfolio; ensure job documentation and career level placement are consistent within job families and classification standards.
4. Serve as an escalation point for high-risk or high-impact cases within the portfolio (e.g., exceptions, internal alignment concerns, or critical offers), and provide defensible options that describe costs, risks, and workforce impact.
5. Lead segmented unit studies and analyses (for example, parity and compression diagnostics, internal alignment reviews, or targeted market assessments) and translate findings into clear decision options for unit leadership.
6. Develop and maintain portfolio analytics, dashboards, and recurring reports; use technology and AI‑enabled analysis, as appropriate, to identify patterns, improve scenario modeling, and strengthen decision support.
7. Lead project workstreams for compensation and classification initiatives, including planning, milestone tracking, risk management, and stakeholder updates to ensure timely, high-quality delivery.
8. Strengthen process quality and audit readiness for portfolio work by improving standard work, documentation, and quality review practices aligned with Institute guidance and applicable requirements.
9. Provide tools, templates, and knowledge transfer to Human Resources partners and peers by sharing guidance and training that promotes consistent outcomes without formal supervisory accountability.

Required Qualifications

Educational Requirements: Bachelor’s degree in a related discipline or equivalent combination of education and relevant experience.

Required Experience:

• Typically 8+ years of relevant professional experience in compensation and/or classification work with progressively increasing scope and complexity.
• Experience leading market studies, establishing market-based salary structures and analysis, job architecture modernization, or compensation system/process improvements in a complex environment.
• Experience applying analytics and data visualization to support senior leader decision-making.

Preferred Qualifications

Preferred Educational Requirements: Master’s degree in a related discipline or equivalent combination of education and relevant experience.

Professional Certification: Certified Compensation Professional, Senior Professional in Human Resources, SHRM Senior Certified Professional, or similar.

Preferred Work Experience:

• Experience leveraging technology or AI-enabled tools to streamline analysis, reporting, and workflow efficiency while protecting confidential data.
• Experience working in higher education, research, public-sector, or private-sector environments.

Proposed Salary

Pay Range: $99,096-$115,000/yr. (Commensurate with experience)

Skills

Knowledge, Skills, & Abilities:

• Advanced skill in quantitative analysis, modeling, and translating complex findings into decision-ready options.
• Strong consulting skills with the ability to influence through credibility and relationship-based partnership.
• Strong program and project management skills, including planning, risk management, and stakeholder communications.
• Skill in using technology to improve reporting, streamline processes, and strengthen data integrity (including AI-enabled analysis where appropriate).

Abilities:

• Ability to operate independently on complex assignments and apply sound judgment under time constraints.
• Ability to communicate clearly and persuasively with technical and non-technical stakeholders, including senior leaders.
• Ability to balance multiple perspectives and develop solutions consistent with organizational objectives.
• Ability to review and improve processes and documentation to promote consistent, defensible outcomes.

USG Core Values

The University System of Georgia is comprised of our 25 institutions of higher education and learning as well as the System Office. Our USG Statement of Core Values are Integrity, Excellence, Accountability, and Respect. These values serve as the foundation for all that we do as an organization, and each USG community member is responsible for demonstrating and upholding these standards. More details on the USG Statement of Core Values and Code of Conduct are available in USG Board Policy 8.2.18.1.2 and can be found on-line at https://www.usg.edu/policymanual/section8/C224/#p8.2.18_personnel_conduct . Additionally, USG supports Freedom of Expression as stated in Board Policy 6.5 Freedom of Expression and Academic Freedom found on-line at https://www.usg.edu/policymanual/section6/C2653 .

Equal Employment Opportunity

The Georgia Institute of Technology (Georgia Tech) is an Equal Employment Opportunity Employer. The Institute is committed to maintaining a fair and respectful environment for all. To that end, and in accordance with federal and state law, Board of Regents policy, and Institute policy, Georgia Tech provides equal opportunity to all faculty, staff, students, and all other members of the Georgia Tech community, including applicants for admission and/or employment, contractors, volunteers, and participants in institutional programs, activities, and services. Georgia Tech complies with all applicable laws and regulations governing equal opportunity in the workplace and in educational activities. Equal opportunity and decisions based on merit are fundamental values of the University System of Georgia (“USG”) and Georgia Tech. Georgia Tech prohibits discrimination, including discriminatory harassment, on the basis of an individual's race, ethnicity, ancestry, color, religion, sex (including pregnancy), national origin, age, disability, genetics, or veteran status in its programs, activities, employment, and admissions. Further, Georgia Tech prohibits citizenship status, immigration status, and national origin discrimination in hiring, firing, and recruitment, except where such restrictions are required in order to comply with law, regulation, executive order, or Attorney General directive, or where they are required by Federal, State, or local government contract.

Other Information

• This is not a supervisory position.
• This position does not have any financial responsibilities.
• This role is considered a position of trust.
• This position does not require a purchasing card (P-Card).
• This position will not travel.
• This position requires a security clearance.

Location

Atlanta, GA

Background Check

The candidate of choice will be required to pass a pre-employment background screening. http://policylibrary.gatech.edu/employment/pre-employment-screening.