Senior Compensation Analyst

Duties and Responsibilities: Policy & Governance: Leads the development and ongoing maintenance of the Harris County Salary Administration Guide, establishing compensation policies, procedures, and governance standards to ensure equitable, consistent, and compliant pay practices across the organization. Strategic Compensation Analysis & Reporting: Leads the other compensation analysts in extracting, validating, and analyzing complex compensation datasets to evaluate pay equity, market alignment, and classification accuracy; develops and maintains multiple complex reports and queries; applies advanced statistical and exploratory analysis techniques to identify trends, support strategic initiatives, and deliver actionable insights for leadership decision-making. Market Benchmarking & Competitive Positioning: Leads and guides the other compensation analysts in researching and analyzing internal and external salary survey data to determine market trends, validate job classifications, and recommend competitive salary ranges—applying geographic, industry, and skill-based differentials to maintain market competitiveness. Enterprise Compensation Initiatives: Project manages compensation frameworks, including job architecture implementation, career pathway development, and pay equity initiatives to support workforce planning, talent retention, and long-term organizational alignment. Consultative Business Partnership: Serves as the senior subject-matter expert and trusted advisor to business units and leadership on compensation strategy, job evaluations, reclassifications, salary recommendations, and position control management—ensuring departmental structures align with organizational objectives and compensation parameters. Data Integrity, Budget Alignment & Compliance: Leads and develops the auditing and validation of compensation data to identify discrepancies and recommend corrective actions; ensures position salaries and budgets align with approved salary ranges and assigned budget amounts while maintaining audit readiness and regulatory compliance. Technology & Cross-Functional Collaboration: Leads projects with Universal Services and cross-functional stakeholders throughout the full IT project lifecycle—from initiation and planning through execution, testing, and closure—to implement county wide Commissioners Court-approved pay initiatives (e.g., COLAs, law enforcement increases, targeted salary adjustments). Prepares, validates, and reconciles complex data files (e.g., salary administration grades/plans, step structures, job codes, position reclassifications, employee data, budget maximums) and conducts rigorous testing across multiple environments to ensure system accuracy and successful deployment. In addition, conducts biweekly position management uploads in collaboration with county business units. Survey Administration & Peer Benchmarking: Leads and mentors other compensation analysts in designing, administering, and participating in compensation surveys with public-sector peers and cross-industry organizations throughout the United States; consolidates complex survey data into actionable insights that inform compensation strategy and maintain competitive market positioning. Other Duties:This Job Description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this position. Management may, at its discretion, assign, or reassign duties and responsibilities to this job at any time. Requirements Education and Experience: Bachelor's degree in a directly related field from an accredited college or university and Five (5) years of directly related work experience. Certification: Certified Compensation Professional (CCP) designation. #J-18808-Ljbffr