HR Compensation Analyst

Lindenwood; United States; On-site; USD 60,000 - 80,000; Full time

Benefits offered by this job

Flexible remote work scheduling

Professional development opportunities

Job summary

Lindenwood University is seeking a Specialist for Classification and Compensation within the Human Resources division. This role is pivotal in overseeing and administering employee compensation programs, managing classification systems, and conducting crucial market salary research.

The ideal candidate will hold a Master's degree in a related field and have over 3 years of relevant work experience, especially in compensation and pay equity analyses. The ability to work with diverse communities while employing labor market trends analysis is essential.

Qualifications

• Minimum of 3 years’ prior relevant work experience.
• Experience conducting pay equity analyses and compensation program design.
• CCP from World at Work organization is preferred.

Responsibilities

• Oversee and administer employee compensation programs.
• Manage development and administration of classification and compensation programs.
• Conduct market salary research and benchmarking.

Skills

Compensation principles

Microsoft Office (especially Excel)

Analytical problem-solving skills

Education

Master's degree in business administration, human resources, or related field

Tools

Workday

Job description

Job Title Summary

Specialist, Classification and Compensation

Division: Human Resources Evaluation Group: Staff FLSA Status: Exempt

Reports To: Assistant Vice President, Human Resources

Positions Supervised: N/A

Job Summary

The classification and compensation specialist oversees and administers employee compensation programs and position control.

Essential Job Functions and Performance Indicators

The intent of this job description is to provide a representation of the types of duties and level of responsibility that will be required of positions given this title. This job description shall not be construed as a declaration of the total of the specific duties and responsibilities of any particular position. Employees may be directed to perform job-related tasks other than those specifically presented in this description.

Job Responsibilities

• Manages the development, implementation, and administration of the University’s classification and compensation programs
• Conducts market salary research and benchmarking positions against external data; serves as the institution's primary administrator for compensation surveys, ensuring timely and accurate participation in local, regional, industry-specific, and higher education salary surveys
• Establishes internally equitable compensation rates while keeping in line with the external market
• Develops, reviews, and maintains job descriptions to ensure accurate documentation of essential functions, qualifications, reporting relationships, and compensation alignment
• Reviews new and existing positions to ensure accurate FLSA exemption status and proper job classification for alignment with regulations and organizational structure
• Approves new hire recommendations, salary offers, and data inputs within Workday to ensure compliance with University policies and wage and hours laws
• Ensures compliance with applicable federal, state, and local compensation-related laws and regulations, including the Fair Labor Standards Act (FLSA), Equal Pay Act, and other relevant employment laws across the various states in which the University operates
• Leverages Workday and Adaptive Insights to ensure position control, adherence to personnel budget, and accurately track personnel changes and funding
• Collaborates with HR leadership and HRIS to develop Workday Adaptive Insights and Workforce Planning to accurately assess the current competition and forecast future demand for qualified professionals
• Facilitates faculty and staff raise increase process, reviews raise recommendations and distributes accurate faculty agreements and staff raise letters
• Works closely with HR leadership in managing all position allocations and reorganizations
• Conducts periodic audits of compensation programs and practices to identify opportunities for improvement
• Maintains accurate compensation records and documentation
• Utilizes HRIS and reporting tools to support compensation planning and decision-making
• Provides training and guidance on compensation practices, salary administration, and job classification processes
• Supports University leaders by conducting staffing-related research and data analysis aimed at aligning workforce needs with University initiatives
• Models, supports, and holds others accountable to the University’s values, builds rapport with leaders across the university, communicating in a concise, customer-focused manner
• Collaborates with managers to determine staffing needs, designs and adjusts salary structures, and develops policies and procedures related to the compensation program
• Prepares communication related to compensation
• Leads or supports special projects related to compensation, organizational effectiveness, and workforce strategy
• Participates in HR system implementations, upgrades, and process improvement efforts
• Other duties as assigned

Required Qualifications

• An equivalent combination of education, training, and experience will be considered. Additional requirements may be designated by position.
• Master’s degree in business administration, human resources, or related field
• Minimum of 3 years’ prior relevant work experience
• Experience conducting pay equity analyses and compensation program design
• CCP from World at Work organization preferred
• Minimum of 2 years’ higher education experience preferred
• Experience with Workday preferred

Knowledge, Skills, and Abilities

Demonstrated ability to work effectively with individuals from diverse communities and cultures; knowledge of compensation principles, practices, and methodologies; knowledge of job evaluation, classification systems, and understanding of labor market trends; demonstrated Microsoft Office skills, including advanced Excel skills; demonstrated effective attention to detail; demonstrated effective analytical and problem-solving skills; ability to analyze large data sets and present findings to various audiences; ability to effectively preserve confidentiality and exercise discretion; knowledge of government regulations as they apply to HR and compensation programs, including knowledge of federal and state wage and hour laws; analytical skills to facilitate understanding and application of research and statistics in report writing and decision making; ability to prioritize multiple goals with competing deadlines; excellent written and verbal communication skills.

Work Environment

Environmental or atmospheric conditions commonly associated with the performance of this job’s functions. General office setting. Standard Flex (Routine flexible remote work scheduling with 3 days on-campus after initial training period).

Physical Abilities

Ability to work effectively at a computer for up to eight hours daily; ability to sit for extended periods of time; regular attendance is a necessary and essential function. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Equal Opportunity Employer

Lindenwood University is an Equal Opportunity Employer. The University complies with appropriate federal, state, and local laws and provides equal employment opportunities and access to educational programs without regard to race, color, religion, gender, age, sexual orientation, gender identity, national origin, veteran status, disability, or any other protected status to all qualified applicants and employees. Lindenwood University is committed to a policy of non-discrimination and dedicated to providing a positive discrimination-free educational work environment. The Human Resources Division’s purpose is to support the University’s efforts in providing a quality education and experience for all Lindenwood students. We achieve this by facilitating and supporting the selection and retention of highly qualified and diverse employees to serve our students and by providing for the professional success and the personal wellness of our employees.