Classification & Compensation Analyst

General Job Summary The Classification & Compensation Analyst is a senior-level individual contributor and analytical professional responsible for shaping, analyzing, and maintaining classification and compensation programs that are compliant, internally equitable, and market-informed. This role uses statistical analysis, compensation platforms, and sound professional judgment to support compensation decisions and classification integrity. The analyst chairs the Job Classification Committee and serves as a liaison to institutional HR leaders and other stakeholders, influencing and advising on compensation strategy and classification standards without direct supervisory responsibility. The position supports broader HR initiatives and willingly assists other areas of the HR team as needed. This position plays a key role in ensuring fair, competitive, and compliant compensation practices that support employee recruitment, retention, and engagement across the system. Classification: Full-Time, Exempt, Non-Classified, Benefits-Eligible Duties and Responsibilities Compensation & Classification (50%) Conduct market pricing and benchmarking using compensation platforms; develop and recommend salary structures and pay ranges. Perform job analyses and maintain accurate, up-to-date classification specifications, master job specifications, classification standards, and career ladders. Lead/chair the Job Classification Committee and facilitate position reviews and classification discussions. Apply statistical analysis such as regression, market comparisons, and pay equity analysis to assess pay alignment and classification consistency. Ensure compensation programs comply with FLSA, WV Code, and other applicable laws and regulations. Collaborate with institutional HR contacts to provide classification guidance and support. Compliance, Reporting & Process Improvement (25%) Generate, run, and analyze compensation-related reports; ensure accurate and timely system data entry across HR systems. Conduct internal equity reviews and support audits, compliance reviews, and external reporting requests or inquiries. Identify, recommend, and implement improvements to classification processes, workflows, and documentation. Maintain clear, consistent, defensible, and audit-ready compensation records. Strategic Collaboration & Institutional Partnership (25%) Advise senior leadership, such as the Vice Chancellor, on compensation strategy and classification matters. Serve as a primary liaison to institutional HR partners on classification and compensation matters. Partner with HR Systems to ensure data structures support accurate analysis and reporting. Coordinate with Total Rewards and Operations to align compensation with broader rewards, engagement, and benefits strategies. Contribute analytical insight and subject matter expertise to cross‑functional initiatives and projects. Provide excellent consulting service to internal stakeholders. Support the broader HR team and assist with other HR projects or priorities as needed. Minimum Requirements Required Qualifications Bachelor's degree. Minimum five (5) years of HR experience, including at least three (3) years in classification and compensation. Demonstrated experience with statistical analysis and compensation modeling (e.g., regression, market analysis, pay equity). Experience with compensation platforms. Working knowledge of federal and state wage and hour laws, including FLSA. Advanced proficiency in Microsoft 365, particularly Excel for modeling and reporting. Strong analytical and problem‑solving skills with the ability to work independently, drive process improvements, and influence through expertise. Ability to manage multiple priorities and projects in a fast‑paced environment. Ability to work effectively in both remote and in‑person environments. Excellent consulting, communication, and stakeholder management skills. Preferred Qualifications Certified Compensation Professional (CCP) designation. Experience in public‑sector or higher education compensation environments. Experience with wvOASIS or similar HRIS platforms. Experience with job evaluation systems or classification frameworks. REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES: Knowledge Compensation theory and salary structure design Job evaluation methodologies and market pricing Wage and hour laws and pay equity concepts Skills Advanced data analysis and compensation benchmarking Job analysis and documentation Facilitation and technical communication Abilities Apply sound judgment and maintain confidentiality Balance internal equity with market competitiveness Work independently and manage multiple initiatives with grit and coachability Intellectual curiosity with a proven ability to navigate ambiguity, overcome roadblocks, and close gaps in knowledge or resources Supplemental Information Closing Date: July 6, 2026 Application Requirements To be considered for this position, applicants must submit the following: Resume – A current resume outlining your education, work history, and relevant experience. Screening Questions – Complete all screening questions in the application system. Letter of Interest – Submit a letter of interest that details your classification and compensation experience. In your letter, address the following: What types of classification and compensation work have you performed? What compensation platforms, tools, or methodologies have you used? How have you contributed to salary structure development, job analysis, pay equity, or compliance efforts? What results or improvements have you achieved in this area? This letter will serve as a primary tool for evaluating your qualifications. A traditional cover letter is not required. Instead, we want to understand your relevant experience in your own words. Final candidates are subject to employment and credential verification, as well as reference and background checks. Equal Opportunity Employer. The West Virginia Higher Education Policy Commission and the Community and Technical College System of WestVirginia are equal opportunity employers. All qualified applicants will receive consideration for employment without regard to race, religion, sex, national origin, age, or protected veteran status and will not be discriminated against on the basis of disability. The Commission and Council provide a collegial and respectful environment that values the contributions of its staff. #J-18808-Ljbffr