Strategic Compensation Analyst: Data-Driven Pay Partner

Compensation Analyst Hiring Range: $102,000.00 - $104,083.00 per year. Location: 700 E. 4th Street, Charlotte, NC 28202 Schedule: Full Time, Benefit Eligible, 40 hours per week; Work on site / in office, 5 days per week. About Us The success of Mecklenburg County rests on strong, competent talent at all levels of the organization. Join our team and help us find, grow, and support the County’s most valuable assets, our employees. Our team spans all areas of Human Resources including total rewards, talent acquisition, benefits, learning & development, compliance, and employee relations, and is dedicated to serving more than 1 million county residents as well as 6,000 employees. Position Summary The Compensation Analyst supports Mecklenburg County objectives and department initiatives in a Human Resources program. The analyst is responsible for the administration, support, and delivery of compensation programs aimed at attracting and retaining employee talent. Essential Functions Strategic Partner: Develop and maintain strong partnerships with HR Business Partners, Talent Acquisition, Finance, Legal, and Total Rewards Communities of Excellence to ensure alignment and consistency in compensation practices. Partner with peers across functions to share best practices and consider countywide impacts of compensation decisions. Serve as the primary contact for day‑to‑day compensation matters. Business Literacy and Analysis: Assess business priorities and analyze compensation data and trends to deliver forward‑thinking actionable recommendations to the business that align Mecklenburg County pay strategies with organizational goals, talent needs and market dynamics. Leverage compensation analysis to influence the design of the base pay structures, salary recommendations, and other compensation programs. Perform quantitative analyses to assist Compensation Leadership with key projects. Act as a resource to business leaders, supporting their understanding of compensation practices and how they align with broader business objectives. Execution: Support the annual compensation planning cycle, including merit and COLA planning, ensuring readiness. Generate, maintain, and enhance monthly compensation reports to provide insights and support decision‑making. Operate proactively to transition from manual processes to automated solutions. Ensure business‑specific compensation practices comply with internal policies, FLSA, DOL and EEOC regulatory requirements, and risk management standards. Communicate complex compensation concepts clearly to non‑compensation audiences, including senior leaders. Contribute to the research, design, and administration of compensation programs. Collaborate with enterprise partners to address compensation issues and collaborate on special compensation projects. Data Integrity and Confidentiality: Conduct audits to ensure the quality and reliability of data, guaranteeing compliance with relevant standards and practices. Document and uphold standard operating procedures and workflows for business functions/processes, ensuring alignment with current and emerging HR trends. Data Management and Analysis: Contribute to the management and analysis of complex data models using various databases and MS Office tools, interpreting findings to formulate strategic recommendations and actions. Research and analyze competitive compensation practices in the job market. Conduct special studies, analyses, and research in a broad range of areas; prepare related reports; make recommendations based on findings. Independently conduct job analyses and make appropriate recommendations. Research current industry trends, initiatives and best practices. Guide and assist HR Business Partners, managers and supervisors in compensation policy and practices. Conduct compensation parity and equity reviews. Responsible for survey participation; analyze salary survey results and recommend adjustments to compensation plans. Provide guidance to departments regarding reorganizations/restructures. Collect and analyze statistical data and prepare various reports including quarterly summaries, forecasts, trends, and workforce analyses. Support Total Rewards in a variety of projects and initiatives. Minimum Qualifications Minimum of two years of compensation experience or related HR experience. Bachelor's degree in Business Administration, Public Administration, Human Resources or related field. Preferred Qualifications Currently working towards a CCP, PHR, SPHR, SHRM‑CP, or SHRM‑SCP. Experience using PeopleSoft software. Expert knowledge of Excel. Knowledge, Skills, and Abilities Knowledge of: Applicable Federal, State, and local laws, rules and regulations. General statistical principles. Applicable human resource program management principles, practices, methods, and procedures. Basic budgeting principles. Skills: Develop and assess human resources programs. Maintain confidentiality. Interpret human resource policies and procedures. Interpret and apply applicable laws, rules and regulations. Use a computer and related software applications. Conduct research and prepare related reports. Collect and analyze data. Administer HR programs. Develop collateral materials. Effective communication and interpersonal skills. Abilities: Decision making: Identify and understand issues, problems, and opportunities; compare data from different sources to draw conclusions; use effective approaches for choosing a course of action or developing appropriate solutions; take action that is consistent with available facts, constraints, and probable consequences. Communication: Clearly convey information and ideas through a variety of media to individuals or groups in a manner that engages the audience and helps them understand and retain the information provided. Build Strategic Work Relationships: Develop and use collaborative relationships to facilitate the accomplishment of work goals. Collaboration: Work effectively and cooperatively with others; establish and maintain good working relationships. Gain Commitment: Use appropriate interpersonal styles and techniques to gain acceptance of ideas or plans; modify one's own behavior to accommodate tasks, situations, and individuals involved. Computer Skills: Proficient in various computer applications including Microsoft Office Suite. Compensation and Benefits In addition to a competitive salary, Mecklenburg County offers a generous benefits package which greatly increases your total compensation. Benefits include medical, dental, vision, life, short‑term disability, long‑term disability, accident, cancer, critical illness, medical bridge, and pet insurance; dependent care, health care, and commuter flexible spending accounts; health savings account; paid holiday, vacation, and sick days; near‑site clinics for preventive care and illnesses; an employee discount program which provides discounts for retail, dining, shopping, travel, tickets and more; an employee assistance program including financial and legal counseling; access to Mecklenburg County fitness and aquatic facilities; paid family leave; tuition reimbursement; a 5% employer match on retirement savings plan contributions and a defined benefit plan for retirement. Work Environment Works in an office setting with moderate noise. Reasonable Accommodations Statement To accomplish this job successfully, an individual must be able to perform, with or without reasonable accommodation, each essential function satisfactorily. Reasonable accommodations may be made to help enable qualified individuals with disabilities to perform the essential functions. Disclaimer Statement This is not intended to be an all‑inclusive list of job‑related responsibilities, duties, skills, requirements or working conditions. Other duties may be assigned based on business need and the supervisor’s request. Mecklenburg County reserves the right to revise the job description at any time. Designated positions may be required to assist in emergency and/or disaster situations. #J-18808-Ljbffr Mecklenburg County Government