Human Resources Analyst III (Classification & Compensation)

Under the direct supervision of the Classification & Compensation Manager, performs at an advanced level in classification and compensation analyzing, administering and assisting with the development of compensation processes and programs. This position serves as the lead member of the team and a primary backup to the Classification & Compensation Manager in their absence.

 

Key Responsibilities and Performance Standards:

• Under the guidance/direction of the division manager, collaborates with departmental leadership to develop, review, and maintain current and accurate job descriptions. Ensures uniformity in job documentation, and leads efforts to design new or updated job specifications that reflect operational and service delivery needs.
• Under the guidance/direction of the division manager, provides consultative guidance on position reclassifications, new position creation, and departmental reorganizations to promote efficiency and alignment with county goals and budgetary parameters. Conducts comprehensive job audits and evaluations to determine appropriate classification, FLSA designation, and salary ranges. Provides well-documented recommendations that ensure equity and compliance across all departments.
• Reviews and analyzes bi-weekly personnel action requests to ensure compliance with the Augusta, GA Personnel Policies and Procedures Manual, Fair Labor Standards Act (FLSA), Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), and Equal Pay Act. Provides expert guidance to departments and makes policy-based recommendations to management to ensure consistency and regulatory compliance.
• Leads compensation related or special projects such as, external market analysis, group job audits, internal pay equity reviews, etc. Creates, modifies, and examines divisional SOP’s and policies and procedures to ensure they are in line with the vision and overall strategic plan of HR leadership.
• Studies wage and salary data to identify and address pay inequity and lack of market competitiveness. Assists with the county’s annual compensation survey process, analyzes results, and recommends adjustments to pay grades and salary structures to maintain a fair and competitive compensation & classification plan. Assists with the preparation of statistical reports.
• Participates in the development, testing and troubleshooting of systems that support the administration of compensation programs.
• Keeps abreast of all potential and existing regulations, legislation, and ordinances to ensure employee compensation programs are administered appropriately.
• Performs other duties of a similar nature or level.

Qualifications

Education/Experience:

Bachelor’s degree and three (3) years or more of related experience with a minimum of one (1) year of supervisory experience.

OR

Associate’s degree and five (5) years or more of related experience with a minimum of one (1) year of supervisory experience.

 

Knowledge of:

• Applicable laws, regulations, and policies governing employment practices and laws.
• Considerable knowledge of principles and practices of compensation administration and management.
• Proficiency with a human resources information system (HRIS), talent management system, and Microsoft Office applications.
• Survey methodology, job evaluation systems, and statistical analysis.
• Data tools for reporting, dashboarding, and data analytics.

Skills in:

• Strong interpersonal skills to establish and maintain effective working relationships with employees, management, vendors, and the public.
• Excellent organizational skills and attention to detail.
• Excellent negotiation and conflict resolution skills with strong analytical and problem-solving skills.
• Excellent communication skills, both written and verbal.

Ability to:

• Maintain confidentiality and exercise sound judgment.
• Perform multiple tasks in a fast-paced environment.
• Write reports and make presentations before a large audience.
• Demonstrated ability to independently work effectively.

Certification: CCP, CPM, HRCI, or SHRM-CP Certification preferred.

 

Travel from the office to other locations is required less than 50% of the time.