Compensation Analyst III

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: The Compensation Analyst III provides advanced-level expertise in compensation analysis, classification, and workforce planning. This role serves as a senior consultant to HR leadership and organizational partners, supporting complex compensation initiatives, ensuring data integrity, and driving process improvements. The position may act in a lead capacity in the absence of the Associate Director. KEY RESPONSIBILITIES: Compensation Consulting & Classification Provide advanced HR consultation on complex compensation actions, including reorganizations, comprehensive classification reviews and evaluations of minimum hiring standards. Conduct desk audits to asses job duties, responsibilities, and appropriate classification. Assist in the creation and revision of job specifications, including drafting documentation, assigning job codes, and updating systems and internal records. Market Analysis & Compensation Strategy Conduct in-depth market analysis to evaluate the competitiveness of compensation programs. Asses pay grade assignments and develop data-driven recommendations based on internal equity and external benchmarks. Coordinate and complete external market surveys; serve as liaison with compensation survey vendors. Data Analysis & Compliance Analyze compensation and workforce data trends to support workforce planning and strategic decision-making. Perform data audits and update records to ensure accuracy, consistency, and compliance with institutional policies and applicable regulations. Process Improvement & Documentation Collaborate with the Assistant Director to lead process-mapping initiatives related to large-scale compensation structure changes. Evaluate workflows, develop standard operating procedures, and recommend process improvements. Develop and maintain comprehensive documentation of compensation processes for internal use and broader organizational transparency. Training, Leadership & Support Provide training, mentorship, and guidance to junior staff. Serve as a consultant and resource to Human Resource Officers and other stakeholders. Act as lead in the absence of the Associate Director, ensuring continuity of operations and project oversight. Perform other duties as assigned. 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. 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. 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. Five (5) or more years of experience in Human Resources, Compensation, and/or HR data analytics, at least three of which must have been in compensation. Experience in a public sector or higher education setting. Experience with compensation tools such Payscale and/or Salary.com Familiarity with a variety of salary surveys (e.g., CUPA-HR, Mercer, WTW, Culpepper). Experience using enterprise level ERP/HRIS systems such as Workday. Advanced proficiency with Microsoft Excel for data analysis and reporting. Department: Classification and Compensation Location: Atlanta Campus Shift: 8:30AM - 5:15PM Salary : (Min)$66,600 - (Mid)$83,400 - (Max)$100,000 FLSA Status: Exempt Job Type: Full Time (Benefits Eligible) Job Posting: 10/29/26, 5:52:57 PM Closing Date: 11/13/26, 4:59:00 AM Equal Employment Opportunity Georgia State University is an equal opportunity employer with regard to veterans and individuals with disabilities and prohibits discrimination on the basis of an individual's race, color, religion, sex, national origin, age, disability, genetic information, or protected veteran status. Background Check Successful candidate must be able to pass a comprehensive criminal background investigation and other background searches as applicable to the job such as credit check and Motor Vehicle Record. Clery Disclosure of Campus Security Policy and Campus Crime Georgia State University is committed to its students' and employees' safety and security. It complies with the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (Clery Act) to provide information on certain crimes on campus. This position may be designated as a Campus Security Authority, ensuring that reported crimes are routed to the appropriate University office. Georgia State University to Fact Georgia State University prohibits discrimination on the basis of an individual's age, color, disability, genetic information, national origin, race, religion, sex, or veteran status. #J-18808-Ljbffr Georgia State University