George Mason University - Fairfax, VA
posted 2 months ago
The Classification and Compensation Analyst serves as a member of the classification and compensation team at George Mason University. This position provides guidance and analytical support for the implementation, communication, and administration of faculty and staff compensation programs, policies, and practices. The analyst ensures that compensation programs, policies, and practices are competitive, cost-effective, internally equitable, and compliant with all applicable regulations. With limited guidance and direction, the analyst performs market pricing, research, and analyses, making recommendations consistent with George Mason University's compensation philosophy, established policies, and business needs. This role will interface with senior-level leaders to provide guidance and consultation on compensation matters. In this role, the analyst will facilitate the development, implementation, administration, and communication of compensation programs and practices by collaborating with key stakeholders on various projects, including compensation program design, analysis, and implementation. The analyst will conduct research from various sources for synthesis, reporting, or providing to leadership, and will provide analytical support and data analysis on projects and human resource metrics. Additionally, the analyst will lead and conduct focus groups and informational sessions related to compensation projects, administer the classification and compensation programs, and provide day-to-day advice and support to HR staff and university managers and employees. The analyst will review and analyze requests for new positions, reclassifications, and other compensation actions to determine appropriate classification and compensation levels. They will conduct organizational assessments at the request of department heads and provide recommendations to achieve unit goals. The analyst will confer with managers and other stakeholders to make sound recommendations consistent with university policy using classification factors, internal and external comparisons, and salary survey data. They will also partner with HR staff to determine appropriate salaries for new hires and increase requests, participate in the bonus or general salary increase process, and collaborate with the Budget Office & Provost Office on faculty increases. The analyst will ensure that all actions are in accordance with State and Federal laws as well as University policies and practices, and will maintain electronic tracking logs and position management in the HRIS.