Compensation Analyst

Seminole State College of Florida; Sanford (FL); On-site; USD 55,000 - 57,000; Full time

Benefits offered by this job

Flexible work options

Paid time off

Health and life insurance

Wellness and gym membership

Tuition assistance

On-campus parking

Job summary

Seminole State College of Florida is seeking a Compensation Analyst to perform professional-level compensation and classification analysis, support job evaluation, market analysis, and equity reviews. The role collaborates with Payroll, HR Records, Budget, and Talent Acquisition to ensure compliant compensation practices.

The position requires a bachelor’s degree and two years of compensation experience, with opportunities to participate in salary surveys and development of compensation

Qualifications

• Bachelor’s degree from an accredited institution in Human Resources, Business Administration, Finance, or related field.
• Two years of professional compensation experience in job analysis, salary analysis, market pricing, or internal equity.

Responsibilities

• Ensure compliance with applicable federal, state and local compensation laws.
• Conduct job analysis and assign FLSA status, salary range, and pay grade.
• Analyze internal and market data to evaluate job classification and equity, and make recommendations.
• Support salary schedules, pay ranges, and compensation procedures.
• Assist with compensation actions and communication across departments.

Skills

FLSA knowledge

Salary analysis

Job evaluation methods

HR data interpretation

HRIS proficiency

Communication skills

Education

Bachelor's degree in HR/Business/Finance

Tools

PeopleSoft

Job description

Responsibilities

DESCRIPTION: The Compensation Analyst performs professional-level compensationand classification analysis, supporting job evaluation, marketanalysis, internal equity reviews, salary administration, andcompensation programs. Utilizes compensation data and HRIS systemsto support accurate, equitable, and compliant compensationpractices, and conducts analysis and develops recommendations forHR and leadership.

ESSENTIAL FUNCTIONS

• 1. Ensures compliance with applicable Federal, State, and locallaws and regulations related to compensation, including the FairLabor Standards Act and Department of Labor requirements.
• 2. Conducts job analysis and evaluates new and revised jobdescriptions using established job evaluation and classificationpractices to recommend appropriate FLSA status, salary range, andpay grade.
• 3. Analyzes and interprets internal compensation information andexternal market data to evaluate job classification, salaryplacement, compensation adjustments, and internal equity, anddevelops well-supported recommendations based on relevant factorsand findings.
• 4. Conducts routine compensation and internal equity reviews;identifies and evaluates potential pay inconsistencies,compression, and other compensation concerns, and researchesrelevant factors to support appropriate recommendations.
• 5. Participates in third-party salary surveys and compensationbenchmarking activities; collects, validates, organizes, andanalyzes survey data for compensation reviews.
• 6. Supports the administration and maintenance of salary schedules,pay ranges, compensation procedures, and other establishedcompensation programs.
• 7. Supports the analysis, review, and administration ofcompensation actions, including salary increases, one-time lump-sumpayments, market adjustments, equity adjustments, and other paychanges, in accordance with established procedures.
• 8. Partners with Payroll, HR Records, Budget, Talent Acquisition,and other functional areas to support compensation processes,including position changes, salary adjustments, recruitment,documentation, processing, and communication.
• 9. Analyzes compensation-related requests and prepares reports,summaries, cost analyses, and other supporting information byidentifying relevant factors, researching applicable information,and evaluating findings to support compensation recommendations andmanagement decision-making.
• 10. Utilizes the HRIS and other technology to retrieve compensationinformation, prepare queries and reports, validate data, andmaintain the accuracy and integrity of compensation-relatedinformation.
• 11. Conducts research and supports compensation studies, specialprojects, and requests; summarizes findings and identifies relevanttrends and considerations.
• 12. Assists with the development and maintenance of jobdescriptions, job codes, compensation procedures, guidelines,forms, training materials, and other tools used to supportconsistent compensation administration; maintains relatedPeopleSoft information and audits job titles and position data foraccuracy.
• 13. Performs other duties as assigned or may be required.

REQUIRED QUALIFICATIONS

• 1. Bachelor’s degree from a regionally or nationally accreditedinstitution in Human Resources, Business Administration, Finance,or a related field.
• 2. Two (2) years of professional experience with compensation as aprimary job responsibility, including job analysis, jobclassification, salary analysis, market pricing, internal equity,or salary administration.

DESIRED QUALIFICATIONS

• 1. SHRM-CP, SHRM-SCP, Certified Compensation Professional (CCP), orother relevant professional certification.
• 2. Experience with PeopleSoft or another enterprise HRIS.
• 3. Experience conducting job evaluations, salary surveys, marketanalyses, or internal equity reviews.

KNOWLEDGE, SKILLS & ABILITIES

• 1. Knowledge of fundamental compensation principles and practices,including job analysis, job classification, salary administration,and applicable wage and hour requirements.
• 2. Ability to apply established job evaluation and classificationmethodologies to determine appropriate FLSA status, grade, andsalary range.
• 3. Knowledge of Human Resources principles and practices.
• 4. Demonstrated ability to analyze and interpret information,conduct research, identify relevant factors and issues, and developwell-supported compensation recommendations and reports.
• 5. Ability to research, collect, organize, analyze, interpret, andsummarize compensation and Human Resources data andinformation.
• 6. Ability to prepare and interpret basic compensation costanalyses and assess financial impacts of proposed changes.
• 7. Ability to explain compensation analysis, findings, andrecommendations clearly to HR, management, and employees whenappropriate.
• 8. Proficiency with Microsoft Office Suite and HRIS applications,including the ability to obtain, analyze, and interpretcompensation and workforce data.
• 9. Ability to interpret compensation information and explainestablished policies, procedures, and practices clearly andaccurately.
• 10. Excellent verbal, written, and interpersonal communicationskills.
• 11. Ability to exercise independent judgment within establishedpolicies, procedures, and professional guidelines.
• 12. Ability to organize and prioritize multiple assignments, meetdeadlines, and maintain accuracy.
• 13. Ability to handle confidential and sensitive informationappropriately.
• 14. Ability to establish and maintain effective workingrelationships with employees, managers, administrators, andcolleagues at all levels of the organization.
• 15. Demonstrates a professional and courteous demeanor.
• 16. Committed to working in a multi-cultural environment.

ENVIRONMENTAL CONDITIONS and CONSIDERATIONS

• 1. Works inside an office environment.
• 2. May travel between buildings, campuses, and other localdestinations.

The College anticipates that the position incumbent must beavailable throughout the workday and, on some occasions, afterregular work hours. Therefore, as a condition of employment, theincumbent is expected to carry a personal cell phone and isrequired to provide their current cell phone number to the Officeof Human Resources and to their immediate supervisor.

This description in no way states or implies that these are theonly duties to be performed by the employee occupying thisposition. The employee will be required to follow any otherjob-related instructions and to perform any other job-relatedduties as requested by their supervisor.

This position is not eligible for Veteran’s Preference.

Pay Benefits and WorkSchedule

Are you ready to grow your career and make an impact in changingthe lives of our students? Seminole State College of Florida has agreat opportunity to join our growing team of diverse faculty andstaff!

We offer competitive pay with a salary of $55,493 to $57,174commensurate with education and experience exceed the requiredqualifications, plus an attractive total rewards packageincluding:

• Flexible work options with a 37.5 hour work week and generouspaid time off (holidays, annual and sick leave, and CollegeBreaks)
• A variety of paid health and life insurance coverages
• Wellness incentives and free gym membership at the Raider FitnessCenter
• FRS retirement and other options
• Professional Development and Paid Tuition
• Free on campus parking

Conditions ofEmployment

Finalists and individuals recommended for employment at SeminoleState College must reside in the State of Florida at thetime of hire and may be subject to background investigations incompliance with Florida Statute 1001.64; and Seminole State CollegePolicy 1.020; 2.020. Criminal background checks will be conductedfor all new employees, and for rehired employees who have had abreak in service for 6 months or more. The Office of HumanResources will determine which background checks shall be conductedfor each position, based upon its review of job descriptions andthe responsibilities of the position. These include, but are notlimited to, positions that have access to money, master keys,security-sensitive areas and confidential information; positionsthat have the capability to create, delete, and alter records; andpositions that are responsible for the care and instruction ofchildren. The College will conduct various types of backgroundchecks which may include, but are not limited to: criminalbackground, credit check, driver's license check, previousemployment and references.

Equal EmploymentOpportunity

Seminole State College is an equal opportunity employer andstrictly prohibits discrimination on the basis of race, color,religion, pregnancy, national origin, ethnicity, age, sex, gender,veterans’ or military status, disability, sexual orientation,genetic information, marital status, or any other factor protectedunder applicable federal, state, and local laws, rules, andregulations in its programs, activities, and employment.

OtherInformation

VETERANS' PREFERENCE:

Seminole State College of Florida adheres to Florida’s Veteran’sPreference laws by providing preference in hiring to covered jobapplicants. Moreover, in recognition of the valuable contributionsmade by veterans, the College also considers any applicant’smilitary service background when filling job positions not coveredby Veteran’s Preference laws.

To claim Veteran's Preference for eligible positions, a copy ofyour DD-214 form, Certificate of Release or Discharge from ActiveDuty must be uploaded and attached to your application to claimVeterans' Preference.

HOLDERS OF DEGREES FROM INSTITUTIONS OUTSIDE THE USA:

Individuals who have completed college or university course work atan institution in a country other than the United States arerequired to obtain a complete evaluation of foreign transcripts anddegrees. Foreign transcripts should be evaluated by one of theorganizations approved by the National Association of CredentialEvaluation Services.

This evaluation must be submitted at the time of application. Werecommend World Education Services at P.O. Box 5087, Bowling GreenStation, New York, NY 10274-5087, telephone [phone] or emailaddress www.wes.org. The interview process may be delayed untilsuch a review has been completed.