Compensation Analyst III

Description:

Compensation Analyst III

Human Resource Administration

Georgia State University

The Department of Classification and Compensation coordinates the university's staff job classification process. We help establish new staff positions and reclassify existing ones. We also assist with compensation ranges and strategic job design.

Are you passionate about ensuring employees are compensated fairly for the work they perform? If you are, we have the perfect opportunity for you! We hire great people from a wide variety of educational, career, and personal backgrounds, not just because it is the right thing to do, but because it makes us a stronger team. The department of Classification and Compensation at Georgia State University seeks to hire an experienced Compensation Analyst III to join our team.

WHAT MAKES GSU A GREAT PLACE?

• Generous benefits, including health, dental, vision, tuition assistance, retirement, etc.
• A knowledge-sharing organization that works collaboratively with diverse partners.
• Professional development opportunity and mentorship.
• A rapidly growing center within an academic setting.

POSITION SUMMARY:

Serves as a strategic partner to Classification and Compensation, providing advanced-level consultation and support on complex human resources initiatives. This position's primary focus is to assist in process mapping and documentation for the staff salary structure and related compensation processes, while also delivering expert guidance on organizational changes, and other high-level projects. The intent is to fill multiple vacancies from this posting, primarily recruiting for the Compensation Analyst III. Based on the selected candidate's relevant work experience, education, and/or credentials, the role may be filled at the Compensation Analyst II or III level.

KEY RESPONSIBILTIES:

• Provide guidance to departments on organizational structures, classification, and compensation practices.
• Support or lead advanced classification reviews, reorganizations, evaluations of minimum hiring standards and desk audits.
• Interpret and apply HR policies, regulations, and best practices to ensure consistent and compliant outcomes.

• Maintain and update job specifications and create new job codes
• Participate in or lead compensation surveys and vendor coordination.

• Perform data audits and ensure accuracy, and compliance of compensation data. Identify discrepancies and coordinate corrections with internal partners.
• Analyze workforce and compensation data trends to support planning and decision-making.

• Participate in process-mapping efforts and contribute to workflow improvements. Develop and maintain documentation of compensation processes and standard operating procedures.
• Ensure departmental resources (e.g., internal documents, website content) reflect current and accurate information.
• Provide guidance and training to lower-level staff. Supports leadership as needed.

SKILLS AND COMPETENCIES:

• Excellent consulting, communication, and interpersonal skills.
• Strong analytical and problem-solving abilities.
• Ability to work with sensitive information
• Ability to exercise discretion, sound judgment and function independently.
• Proven ability to manage multiple projects and meet deadlines.
• Demonstrated ability to build trust and collaborate effectively with leaders at all levels.

Disclaimer:

This job requisition provides a high-level job definition. It is not intended to provide a comprehensive or exclusive list of job duties.

As such, job duties and/or responsibilities within the context of this job requisition may change at the discretion the employee's direct supervisor.

Qualifications:

Minimum Hiring Qualifications:

Bachelor's degree and four years of related experience, or a combination of education and related experience.

Preferred Hiring Requirements:

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Three to four years of direct classification and/or compensation experience.
• Experience in higher education or a similarly complex organizational environment.
• Strong knowledge of HR practices, project management, compensation fundamentals, and organizational design principles.
• Demonstrated ability to analyze processes, identify efficiencies, and develop clear documentation.

Salary offers will be determined based on the candidate's qualifications in relation to the Minimum Hiring Standards. Candidates earlier in their careers are typically offered salaries closer to the minimum of the hiring range, while those with more advanced or relevant experience may be considered for compensation at or above the hiring range.