Senior Compensation Analyst

Senior Classification and Compensation Analyst (Human Resources Analyst 3G), Grade G24, Classification and Compensation Division The Office of Talent Management and Acquisition (OTMA), Classification and Compensation Division is seeking an experienced Human Resources Analyst 3G to serve as a Senior Classification and Compensation Analyst. This position performs advanced professional work supporting the County's classification and compensation program through job analysis, classification studies, position audits, salary equity reviews, market salary analysis, and position management. The incumbent provides expert consultation to County agencies, prepares analytical reports and recommendations, and ensures compliance with County policies, procedures, and applicable personnel laws. Work is performed independently with considerable judgment and initiative and may include leading projects and providing technical guidance to staff. Responsibilities Conducts classification studies, job analyses, position audits, and organizational reviews. Plans, conducts, and documents comprehensive position audits to evaluate assigned duties, organizational structure, and appropriate classification; prepares recommendations and audit reports. Performs salary equity and market compensation analyses and develops salary recommendations. Develops, revises, and maintains classification specifications and compensation documentation. Reviews and approves position management transactions, ePRB, and Position Review Board Committee requests. Researches and analyzes classification and compensation data to support organizational and compensation decisions. Prepares reports, recommendations, and presentations for management and executive leadership. Provides consultation and technical guidance to agency leadership, HR Liaisons, and managers on classification and compensation matters. Participates in compensation surveys and analyzes market data to ensure competitive pay practices. Assists in developing policies, procedures, job aids, and training materials related to classification and compensation. Utilizes HRIS and other automated systems to maintain accurate position and organizational data. Minimum Qualifications Bachelor's degree from an accredited college or university in the Human Resources/Personnel Management, Organizational Development, Business/Public Management, Psychology, or closely related field. Two (2) years of professional level human resources experience. An equivalent combination of education, experience, and training which provides the required knowledge, skills, and abilities may be considered. Preferred Qualifications Professional experience conducting classification studies, job analyses, and/or position audits. Professional experience performing compensation analysis, salary equity reviews, or market salary surveys. Experience developing or revising classification specifications or job descriptions. Experience using Human Resources Information Systems (HRIS) or position management systems (e.g., SAP, Workday, PeopleSoft, NeoGov). Experience providing consultation and guidance to management on classification and compensation matters in a public sector or similarly complex organization. Salary Range Transparency The salary range listed in this announcement reflects the offer range for this position. Offers made within this range are based on qualifications, experience, and internal equity. Job Location 7915 Anchor Street, Hyattsville, MD 20785 Conditions of Employment Meet all training and performance standards and demonstrate proficiency as required by the agency. Wear and use agency protective apparel and equipment in the performance of their assigned duties, if applicable. Successfully pass preemployment checks which may include reference checks, background investigations, and drug screenings, where required. Be willing and able to serve as an essential employee. This position is essential. Essential employees are expected to report during standard or non-standard hours as operations necessitate, or during emergencies, and remain at work when other County employees are granted Administrative Leave. #J-18808-Ljbffr