Compensation Analyst

Weekly Work Hours

Compensation Range

Salary Minimum

FLSA

Position Type

Position Summary

The Compensation Analyst conducts job analysis, organizational studies, extensive field audits, job specification development, pay plan preparation and administration, and related compensation functions. Work is performed with moderate latitude but is subject to administrative review and approval of the Assistant Director of Total Rewards.

• Knowledge of pertinent principles, practices, methods, materials, tools and resources used in the design, implementation, and maintenance of organizational compensation structure.

• 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.

• Knowledge of pertinent Federal, State and local laws and ordinances governing classification and compensation.

• Ability to exercise judgment and discretion in establishing, applying, and interpreting office policies and procedures.

• Ability to effectively and efficiently utilize Microsoft Office tools to include Excel and Word as needed to create spreadsheets and/or other electronic media to support/illustrate research and recommendations.

• Ability to use initiative to include creatively identifying both traditional and non-traditional methods of problem solving in the completion of work tasks in the most effective and efficient manner.

• Ability to gather, correlate, and analyze facts and devise solutions.

• Ability to prepare clear, concise, and comprehensive reports.

• 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.

• Ability to work on multiple projects in a fast-paced environment simultaneously while also ensuring effective and efficient use of time.

• Ability to establish and maintain an effective working relationship with all levels of management, employees and the general public.

• Ability to adapt to changes in work environment, work priorities, organizational and/or customer needs.

• Plans, organizes and schedules staff and tasks effectively to achieve objectives.

• Adheres to institutional and/or the organization's policies and procedures.

• Extensive knowledge of quantitative and qualitative research methods.

• Extensive knowledge of human resource laws, regulations, and best practices.

• Excellent written and verbal communication skills.

• Excellent organizational and time management skills.

Key Responsibilities

• Conducts 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.

• Reviews compensation data to evaluate the relative impact on salaries of the performance management program.

• Conducts and analyzes individual job audits and/or group classification surveys.

• Prepares position descriptions, audit or survey reports and position evaluations, and recommends classification actions.

• Provides recommendations to Senior Director of Total Rewards, concerning the development of policies, procedures, and improvements to compensation processes.

• Creates, modifies, and updates spreadsheets and other electronic media in order to help illustrate recommendations, trends, and a variety of market data.

• 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.

• Regular, reliable, and punctual attendance is an essential function of the job.

• Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.

• Benchmarks jobs against survey data and other market intelligence to determine competitive compensation ranges for each position.

• Prepares and maintains job classifications and salary scales.

• Prepares and presents summary reports of job analysis and compensation analysis information.

• Gathers data from market-based compensation surveys; uses spreadsheet and data analysis techniques to assess results and market trends.

• Evaluates and implements job analysis instruments and materials.

• Conducts data and cost analyses to be used for employee compensation trends, initial salary placement, and internal equity.

• Plans and communicates preferred methods and best practices for compensating employees using across the board increases, merit, pay for performance or incentive-based programs.

• Collect and utilize market pay data using surveys, queries, databases, spreadsheets, etc., for various positions/areas facing a strong demand to maintain competitive pay levels.

• Uses multiple methods to communicate information and chooses method that is appropriate to the audience.

• Maintains confidentiality and high ethical standards.

• Research operational trends and provide current and predictive analysis used for HR compliance and decision making.

• Perform technical and analytical work with emphasis on the collection, interpretation, reporting, aggregation, and evaluation of data via SQL Server.

• Build robust data models, reports and identify siloed data sources while enforcing data integrity via multiple sources and choosing insightful visualizations.

• Serves as point of contact for data related issues and questions, such as ensuring integrity of data, verifying information regarding data quality, completeness of data, adherence to set data schemas; identifying and correcting data integrity issues that do not comply with schemas or Dallas College guidelines; responds to data requests from stakeholders and constituents.

• Completes required Dallas College Professional Development training hours per academic year.

• Performs other duties as assigned.

Physical Requirements

Normal physical job functions performed within a standard office environment. Reasonable accommodations may be made to individuals with physical challenges to perform the essential duties and responsibilities.

• Bachelor's degree; or

• Three (3) years of professional level experience in compensation and job analysis/evaluation. (e.g. job descriptions, market analysis/salary surveys, salary analysis, equity/promotion reviews, organizational design, salary structure design).

• Official Transcripts required.

• Valid driver's license and good driving record.

• Experience with compensation software and data analytics tools such as Excel, SQL Server, Mercer, CompData, etc..

• Experience in supporting new and existing enhancements of HR systems, including system interfaces, data design and mapping, system, user acceptance testing (UAT), communication and training plans.

• Strong familiarity of the dependencies and relationships between HR Enterprise Resource Planning (ERP) modules, integration points with non-HRMS modules, and third-party systems.

• Bilingual or multilingual preferred.

PREFERENCES:

• Society of Human Resource Management (SHRM) Certification is a plus.

• Certified Compensation Professional (CCP) is a plus.

*** Will be subject to a criminal background check. Some positions may be subject to a fingerprint check. ***

The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbents of this job and shall not be construed as a declaration of the total of the specific duties and responsibilities of any particular position. Incumbents may be directed to perform job-related tasks other than those specifically presented in this description. Position requires regular and predictable attendance.

Since 1965, Dallas College, formerly Dallas County Community College District, has served more than three (3) million students. Comprising seven campuses located around the Dallas/Fort Worth area, we are one of the largest community college systems in the state of Texas. We strive to be a leader in the community college space, placing students at the center of everything we do.

Dallas College is committed to cultivating an environment of opportunity and belonging for all students and employees. We recognize that the Dallas College workforce, and the diverse talent that stems from it, is directly linked to our success. We are part of an equal opportunity system that provides education and employment opportunities without discrimination on the basis of any protected attribute, including race, color, religion, national origin, sex, disability, age, sexual orientation, gender identity or gender expression, veteran status, pregnancy or any other basis protected under applicable law. In accordance with applicable law, Dallas College will make reasonable accommodations for applicants and employees' religious practices and beliefs, as well as any mental health or physical disability needs.