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Job Summary
The Lead Compensation and Classification Analyst performs technical, professional, and administrative work of considerable difficulty in the classification of positions and related compensation and research programs for Human Resources. Responsible for leading complex job analysis, organizational studies, extensive field audits, job specification development, pay plan preparation and administration, and related compensation functions.
Job Description
Overview
The Lead Compensation and Classification Analyst performs technical, professional, and administrative work of considerable difficulty in the classification
of positions and related compensation and research programs for Human Resources. Responsible for leading complex job analysis, organizational studies, extensive field audits, job specification development, pay plan preparation and administration, and related compensation functions.
Essential Functions
1 Leads efforts to manage the City’s salary survey development, distribution, and analysis; completes
external salary survey requests, analyzes and compares salary data from a variety of agency and
institutional sources, and makes appropriate recommendations.
2 Organizes individual job audits and group classification surveys; prepares position descriptions, audit or survey reports and position evaluations, and recommends classification actions.
3 Prepares position descriptions, audit or survey reports and position evaluations, and recommends classification actions.
4 Works with the Recruiting and Training personnel and Human Resources Manager to process hires,
promotions, and job classification changes.
5 Consults with managers, supervisors, and employees on a variety of organizational management, compensation, and related human resources issues including performance initiatives.
6 Maintains the job classification database and ensures all updates, additions, and revisions are posted on website.
7 Provides recommendations to Human Resources Administrator concerning the development of policies,
procedures, and improvements to compensation processes.
8 Responsible for the implementation and on-going management and training for the City performance
management system to include making recommendations related to merit based and pay for performance types of incentives.
9 Researches, identifies, and recommends which classifications, occupational groupings, departments,
divisions or sections are to be studied; creates, modifies, and updates spreadsheets and other electronic media in order to help illustrate recommendations, trends, and a variety of market data.
10 Identifies benchmarks and converts raw collected job data into comparable metrics as needed to accurately compare jobs that may originally not be exact matches in order to establish a commonality for comparison.
11 Performs any and all other work as needed or assigned.
Knowledge and Skills
1 Knowledge of City policies and procedures.
2 Knowledge of pertinent principles, practices, methods, materials, tools and resources used in the design, implementation, and maintenance of organizational compensation structure.
3 Knowledge of the principles, practices and procedures of classification studies to include job analyses, audits, and identification of pertinent job-related knowledge, skills, and abilities.
4 Knowledge of pertinent Federal, State and local laws and ordinances governing classification and compensation.
5 Ability to exercise judgment and discretion in establishing, applying, and interpreting office policies and procedures.
6 Ability to gather, correlate, and analyze facts and devise solutions.
7 Ability to prepare clear, concise, and comprehensive reports.
8 Ability to establish project timelines and meet objectives ensuring to keep customers and the Human Resources Administrator informed of project status and/or deviations from original expectations.
9 Ability to work on multiple projects in a fast-paced environment simultaneously while also ensuring effective and efficient use of time
10 Ability to provide leadership, training, and direction to lower-level personnel.
11 Communicating effectively both verbally and in writing.
12 Establishing and maintaining effective working relationships.
EDUCATION:
Bachelor’s degree in human resources management, business, public administration or related field.
EXPERIENCE:
Five (5) years of combined professional experience in compensation that includes:
Job analysis/evaluation of job descriptions
Market analysis/salary surveys
Salary analysis
Equity/promotion reviews
Organizational design
Salary structure design
EQUIVALENCIES:
High school diploma or GED plus nine (9) years of the required experience will meet the required education and experience requirements.
Associate degree in any field plus seven (7) years of the required experience will meet the required education and experience requirements.
Bachelor’s degree (or higher) in a non-specified field plus seven (7) years of the required experience will meet the required education and experience requirements.
Master’s degree (or higher) in a specified field plus two (3) years of the required experience will meet the required education and experience requirements.
PREFERENCE:
Lead work experience preferred.
Salary Range
The salary listed on this job posting is the starting salary range; amount offered will depend upon qualifications.
City of Dallas is an Equal Opportunity Employer.