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COMPENSATION ANALYST
City of Greenville
City of Greenville
 

 

 

Job Location: Greenville, SC
Job Type: Full Time
Department: HUMAN RESOURCES
COMPENSATION ANALYST - 1121 Salary

$49,200.00 - $73,800.00 Annually


Location

206 S. Main Street - Greenville, SC



Job Type

Full Time


Department

HUMAN RESOURCES



Job Number

00669


Division

HUMAN RESOURCES ADMINISTRATION








Brief Description

Job Summary
Under general direction and in compliance with standard operating procedures and policies, assists in the development, implementation, and continuous maintenance of the City`s classification and compensation systems. Assists with the administration of competitive and legally compliant compensation programs. Collaborates with all levels of management regarding the creation and updating of job descriptions. Conducts job evaluations for classification within the City`s organizational structure, as well as ensures positions are appropriately classified under the Fair Labor Standards Act (FLSA). Performs market pricing and analyses. Completes compensation survey submissions by collecting, researching, and analyzing data from various sources. Reviews and analyzes various market survey results to determine compensation trends and evaluate the City`s market positioning. Enters and tracks payroll changes, new hire information, and terminations ensuring accuracy, policy compliance, and timely completion. Reconciles and monitors position control ensuring departments adhere to budgeted position authorizations. Assists in the administration of performance management programs. Assists other HR disciplines and participates in special projects as assigned. Complies and maintains compensation related and other human resources statistics. Prepares related reports and analyses.

Job Duties

Essential Functions
Maintain and Update Position Classifications: Routinely review new and current job descriptions while working with departments to ensure correct and complete information. As needed, interview and survey employees and managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job. Determine and ensure appropriate FLSA classification and placement within the City`s organization structure based upon application of job evaluation criteria. Assist in the preparation, coordination, and execution of Compensation Committee meetings. Review and update pay grade assignments, pay structures, position listings, and various other position details across HR systems as appropriate. 25%
Perform Market Pricing & Analyses: Provide technical and analytical support related to the development, design, and maintenance of compensation programs and systems. Support process of annual salary administration programs, including salary structure creation, maintenance and development of incentive or salary increase budgets. Assist with the development and execution of the Citys custom market salary study to ensure external market competitiveness. Assist in identifying benchmark jobs, preparing survey materials, and maintaining survey related data. Use spreadsheet data analysis techniques to asses results and market trends. Formulate salary structure and pay adjustment recommendations based upon analysis of survey data and results. Perform internal pay equity analysis and recommend changes as appropriate. Support the analysis of cost projections for proposed changes. As needed, review and recommend salary offers for new hires in coordination with the Compensation Manager, Human Resources Director, and hiring departments. 20%
Process Payroll Information: Process payroll changes, new hire entries, and terminations on a bi-weekly basis, ensuring accuracy, policy compliance, and timely completion. Generate appropriate forms and supporting documents for payroll entries and route accordingly. Calculate and enter retro-payments as necessary. Monitor and track various pay incentive programs (e.g., departmental certification incentives, longevity bonuses, etc.). Administer the tuition reimbursement program and calculate reimbursement amounts for approved coursework. Work with managers and employees to obtain complete and accurate supporting documentation for all payroll entries (e.g., payroll/personnel forms, social security cards, drivers licenses, etc.). Audit system records, entries, and reports to ensure accurate data. Proactively keep the Compensation Manager and HR Director apprised of employee pay issues that may arise and work to resolve issues efficiently. 20%
Ensure Position Control: Add and close out positions across HR systems in support of organizational changes. Track and reconcile filled and vacant position counts on a biweekly payroll basis to ensure departments adhere to budgeted position authorizations. Assist in generating authorized staffing reports and various other related reports for review by City management. Support the maintenance and revision of all city organizational charts. 15%
Support Performance Management Processes: Support the annual employee performance evaluation process to include creating, updating, and maintaining evaluation materials. Communicate processes, timelines, and evaluation criteria with department managers and applicable representatives. Assist in coordinating and/or providing training for appraisers. Provide technical assistance to managers throughout the evaluation process in the completion of reviews and goal tracking. Query and compile reports of performance statistics as needed. Assist in creating merit pay related spreadsheets and forms as applicable. Recommend improvements to performance management system and materials. 10%
Track and Report on HR Statistics: Assist in tracking and reporting HR statistics and metrics (e.g., turnover rates, demographic data, succession planning, etc.) and prepare related reports. Routinely query employee and account data, utilizing current reports as well as building new reports as required. Compile and report on employee exit interview data. As needed, assist in conducting exit interviews by contacting separating employees, scheduling exit interviews, and documenting information. Provide research, writing, and editorial support as assigned. Complete financial verifications of employment and other federal forms requested by employees. Assist in updating compensation-related policies, guides, and manuals as assigned. Participate in the delivery of various compensation related training as well as other HR related topics (e.g., FLSA compliance, time keeping, performance management, etc.). Contribute to updating existing presentations and researching new topics as assigned. Provide backup coverage to the front-desk to include providing customer service to employees and applicants via walk-in inquiries or answering the main phone line, etc. 10%

Perform other duties as assigned.


Qualifications

Job Requirements
Bachelors degree in Human Resources Management, Business, Accounting or a related field.
Over two years of experience working in human resources, business analytics, or a related field.
Highly proficient in Microsoft Excel and overall proficiency in the Microsoft Office Suite.

Preferred Qualifications
Master`s degree in Human Resources Management, Business, Accounting, or a related field.
Prior classification and compensation experience to include experience with step pay plans and point factor evaluation systems.
Experience using human resources information systems as well as compensation management platforms.
Certified Compensation Professional.

Driver`s License Requirements
Valid South Carolina Class D Driver`s License.

Performance Requirements
Knowledge of:
The concepts and principles underlying position classification and compensation system administration.
Theories and principles of internal and external market analysis.
Industry and best practices in compensation, classification, and philosophies.
Federal, State and local laws (including Fair Labor Standards Act, Equal Pay Act, and Equal Employment Opportunity laws) dealing with compensation administration.
Statistical and data analysis methods and concepts.
Compensation trends and practices.
Job evaluation and analysis including the application of point factor evaluation systems.
Market pricing and salary surveys.
Various pay structure design methods.
Payroll administration.

Ability to:
Utilize Microsoft Excel to perform complex data analysis, as well as graphically display data by building pivot tables, charts/graphs including the use of a secondary axis, etc.
Perform intermediate statistical analysis, trend analysis, multi-variable analysis, regression analysis, etc.
Analyze complex salary and classification data and make recommendations.
Apply analytical judgment and decision-making to evaluate systems, programs, and data.
Originate and develop new or improved procedures, techniques, or ideas.
Explain technical information clearly in reports and presentations.
Establish and maintain effective communication and working relationships with coworkers, other City departments/divisions, outside agencies, associations, and city employees.
Use effective judgment and discretion in discussing and resolving issues.
Regularly work within situations requiring confidentiality.
Manage multiple projects and perform a wide variety of duties and responsibilities with accuracy and speed under the pressure of time-sensitive deadlines.
Maintain excellent organization and attention to detail.
Read and comprehend policies, guidelines, manuals, and professional journals.
At an advanced level write and edit job descriptions, prepare reports, summarize meetings, and compose emails in a clear and professional manger.
Utilize specialized software and systems to include payroll system, data query application, performance management system, and various other HR related systems and platforms.
Operate general office equipment to include scanner, printer, copier, telephone, and computer with Microsoft Office Suite.

Working Conditions
Primary Work Location: Office Environment.


Environmental/Health and Safety Factors: Relatively free from unpleasant environmental conditions or hazards.


Physical Demands: Continuously requires vision, fine dexterity, handling, and sitting. Frequently requires hearing and talking. Occasionally requires reaching, twisting, and standing. Light strength demands include exerting up to 10 pounds frequently and 20 pounds occasionally.


Mental Demands: Constantly requires time pressure and performing tedious or exacting work. Frequently requires frequent change of tasks and working closely with others as part of a team. Occasionally requires performing multiple tasks simultaneously and working an irregular schedule/overtime.


Americans with Disabilities Act Compliance
The City of Greenville is an Equal Opportunity Employer. To perform this job successfully, an individual must be able to perform each essential job duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform essential job functions. Prospective and current employees should contact Human Resources to request an ADA accommodation.


Disclaimer
The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.


The City of Greenville offers a comprehensive and affordable benefits package designed to provide a variety of choices to best fit the needs of our employees and their families. View more details about these benefits here: City of Greenville Employee Benefits.

HEALTH INSURANCE

The City offers the following health insurance options to eligible employees:

  • Medical
  • Dental
  • Vision
  • Basic Term Life
  • Employee Supplemental Life
  • Spouse Term Life
  • Child Term Life
  • Short Term Disability (STD)
  • Long Term Disability (LTD)
  • Voluntary Benefits (Critical Illness, Accident, Hospital Care, etc.)
All health insurance coverage is effective the first of the month following the employees hire date except for LTD which is effective the 91st day following date of hire.

LEAVE & HOLIDAY BENEFITS
  • General Leave is earned/accrued biweekly by all regular, full-time and permanent part-time employees as a percentage of normal work hours.
  • The City of Greenville observes 11 paid holidays.
RETIREMENT BENEFITS
The City is a member of the South Carolina State (SCRS) and Police Officers (PORS) defined benefit Retirement Systems.

AWARDS & RECOGNITION
  • Employee Recognition & Awards Program (ER&A)
  • Employee Service Awards
  • Longevity Bonus
OTHER BENEFITS & OPPORTUNITIES
  • Worker`s Compensation
  • Deferred Compensation
  • Flexible Spending Accounts (FSA)
  • Employee Assistance Program (EAP)


Agency
City of Greenville (SC)

Address
206 S. Main St

Greenville, South Carolina, 29601

Phone
864-467-4530

Website
https://jobs.greenvillesc.gov





 

How To Apply:

 

Please fill out our Online Application by clicking the Apply button below:



 

Our office hours are 8:00 am-5:00 pm Monday - Friday.

The City of Greenville will provide reasonable accommodations for otherwise qualified individuals. The City of Greenville does not discriminate on the basis of race, color, national origin, sex, religion, disability status or age in employment or provision of services.

 

 
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