Senior Classification and Compensation Analyst

Job Posting Title:

Senior Classification and Compensation Analyst

Department:

Human Resources

Location:

415 SILVER AVE SW

Pay:

$59,842.00 - $94,037.00

Close Date:

03/07/2025

Employees at Bernalillo County enjoy the ability to team up with each other to build a high quality of life for our county residents, communities, and businesses. In addition to being an organization with a strong focus on work-life balance, building a culture of flexibility, learning, and belonging the County offers many benefits. Employees of Bernalillo County enjoy many thoughtful rewards such as, but not limited to generous leave accruals; career development opportunities; remote & flex-work options as appropriate; longevity pay; education assistance program; health benefits; lucrative retirement; and so much more.

Classification and Compensation Analyst Senior will provide a variety of professional, technical, and analytical Human Resources functions in areas of classification, compensation, salary administration to include bi-yearly salary surveys, allowance extensions, special pay, and one-time payments. This classification will manage classification and compensation modules in the county-wide Human Resources Information System (HRIS). Assist in training in classification and compensation.

DUTIES AND RESPONSIBILITIES

1. Coordinate with assigned county departments on classification and compensation requests, issues or other matters as required or assigned by the Compensation Manager.
2. Conduct classification and compensation analysis on new hires, promotions, reclassifications and transfers to ensure consistency in the compensation philosophy of the county. Compensation Reviews to evaluate and screen applicants' experience and education as it pertains to the position and make compensation recommendations based on research and analysis.
3. Participates in classification and compensation projects/studies of varying complexity; reviews, analyzes, and evaluates classifications and salary structure.
4. Conducts and participate in the completion of salary surveys; research, collect and analyze market data and analyzing internal salary relationships.
5. Consults and recommends to Compensation Manager the proposed appropriate classification, grade and salary ranges.
6. Conduct individual classification desk audits by gathering information from involved parties, analyze collected data, prepare written report to include recommendations. Once completed and approved, will notify management with recommendations.
7. Reviews and analyzes classification descriptors for job content. Create new classification 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.
8. As assigned, determine methodology for collecting and analyzing data and recommend/implement approved classifications.
9. Maintain and manage the classification and compensation modules in the county-wide HRIS modules.
10. Conduct internal audits on all classification and compensation actions to ensure data is accurate and make corrections as needed.
11. Prepare statistical reports and correspondence; respond to written and verbal inquiries regarding classification and compensation practices and other related matters.
12. As assigned, will administer and coordinate the Temporary Upgrade process for temporary increases and review human resource maintenance reports for accuracy on a scheduled basis.
13. As assigned, will administer and coordinate allowance extensions, special pay process, one-time payments, and incentive pay.
14. Schedule and attend meetings regarding compensation related issues.
15. Incumbent(s) in this classification may handle sensitive and/or confidential records, plans, documents or decisions that require maintaining confidentiality of sensitive information.
16. Any one position may not include all duties listed. However, the allocation of positions will be determined by the amount of time spent in 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 comprehensive inventory of all duties and responsibilities required of all employees assigned to this job.

MINIMUM QUALIFICATIONS

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 educ