HR Compensation Analyst

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Job Title: HR Compensation Analyst Division: Human Resources Evaluation Group: Staff FLSA Status: Exempt Reports To: Assistant Vice President, Human Resources Positions Supervised: N/A Job Summary The classification and compensation specialist oversees and administers employee compensation programs and position control. Essential Job Functions and Performance Indicators The intent of this job description is to provide a representation of the types of duties and level of responsibility that will be required of positions given this title. This job description shall not be construed as a declaration of the total of the specific duties and responsibilities of any particular position. Employees may be directed to perform job-related tasks other than those specifically presented in this description. Job Responsibilities and Execution Manages the development, implementation, and administration of the University’s classification and compensation programs Conducts market salary research and benchmarking positions against external data; Serves as the institution's primary administrator for compensation surveys, ensuring timely and accurate participation in local, regional, industry-specific, and higher education salary surveys Establishes internally equitable compensation rates while keeping in line with the external market Develops, reviews, and maintains job descriptions to ensure accurate documentation of essential functions, qualifications, reporting relationships, and compensation alignment Reviews new and existing positions to ensure accurate FLSA exemption status and proper job classification for alignment with regulations and organizational structure Approves new hire recommendations, salary offers, and data inputs within Workday to ensure compliance with University policies and wage and hours laws Ensures compliance with applicable federal, state, and local compensation-related laws and regulations, including the Fair Labor Standards Act (FLSA), Equal Pay Act, and other relevant employment laws across the various states in which the University operates Leverages Workday and Adaptive Insights to ensure position control, adherence to personnel budget, and accurately track personnel changes and funding Collaborates with HR leadership and HRIS to develop Workday Adaptive Insights and Workforce Planning to accurately assess the current competition and forecast future demand for qualified professionals Facilitates faculty and staff raise increase process, reviews raise recommendations and distributes accurate faculty agreements and staff raise letters Works closely with HR leadership in managing all position allocations and reorganizations Conducts periodic audits of compensation programs and practices to identify opportunities for improvement Maintain accurate compensation records and documentation Utilize HRIS and reporting tools to support compensation planning and decision-making Service Excellence Supports University leaders by conducting staffing-related research and data analysis aimed at aligning workforce needs with University initiatives Supports the mission of the University and serves as an ambassador of the Q2 culture of service excellence Models, supports, and holds others accountable to the University’s values Builds rapport with leaders across the university, communicating in a concise, customer-focused manner Provides training and guidance on compensation practices, salary administration, and job classification processes Communication, Teamwork, and Collaboration Provides guidance and education to HR liaisons and department managers on pay decisions, salary offers, policy, and guideline interpretation and job evaluation Collaborates with managers to determine staffing needs, designs and adjusts salary structures, and develops policies and procedures related to the compensation program Prepares communication related to compensation Lead or support special projects related to compensation, organizational effectiveness, and workforce strategy Participate in HR system implementations, upgrades, and process improvement efforts Job may require other duties as assigned. Required Qualifications – An equivalent combination of education, training, and experience will be considered. Additional requirements may be designated by position. Master’s degree in business administration, human resources, or related field Minimum of 3 years’ prior relevant work experience Experience conducting pay equity analyses and compensation program design CCP from World at Work organization preferred Minimum of 2 years’ higher education experience preferred Experience with Workday preferred Knowledge, Skills, and Abilities – May be representative, but not all inclusive, of the knowledge, skills, and abilities necessary to perform this job competently. Demonstrated ability to work effectively with individuals from diverse communities and cultures Knowledge of compensation principles, practices, and methodologies. Knowledge of job evaluation, classification systems, and understanding of labor market trends Demonstrated Microsoft Office skills, including advanced Excel skills Demonstrated effective attention to detail Demonstrated effective analytical and problem-solving skills Ability to analyze large data sets and present findings to various audiences Ability to effectively preserve confidentiality and exercise discretion Knowledge of government regulations as they apply to HR and compensation programs, including knowledge of federal and state wage and hour laws Analytical skills to facilitate understanding and application of research and statistics in report writing and decision making Ability to prioritize multiple goals with competing deadlines Excellent written and verbal communication skills Work Environment – Environmental or atmospheric conditions commonly associated with the performance of this job’s functions. Please click here to view Lindenwood University’s flexible work designation descriptions. General office setting Standard Flex (Routine flexible remote work scheduling with 3 days on-campus after initial training period) Physical Abilities – The physical demands described below are representative of those that must be met by an employee to successfully perform this job’s essential functions. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. Ability to work effectively at a computer for up to eight hours daily Ability to sit for extended periods of time Regular attendance is a necessary and essential function #J-18808-Ljbffr Lindenwood University