Compensation Analyst - Human Resources

Bexar County

Full-time

Personal and Laundry Services

About the position

The Compensation Analyst position within the Human Resources department of Bexar County is a full-time role that requires a dedicated professional to provide subject matter expertise in employee compensation. This role is pivotal in developing a strategic compensation strategy and philosophy aimed at attracting and retaining employees. The analyst will work under general direction, performing objective analyses and formulating recommendations for leadership while building and maintaining business partnerships with various County offices and departments, as well as external relationships. The position demands a high level of motivation and accountability, as the analyst will serve as a subject matter expert in compensation matters. Responsibilities include providing professional advice and guidance to managers and supervisors, analyzing job descriptions, conducting job evaluations, and ensuring internal alignment with job descriptions and levels. The analyst will also be involved in the annual operating and county budget preparation, conducting compensation cost/benefit analyses, and coordinating the preparation of timely budget documents. Additionally, the Compensation Analyst will conduct market-based salary studies, recommend salary grades, and assist in the administration of compensation planning. The role requires the preparation of various reports, presentations, and correspondence, ensuring compliance with federal, state, and local regulations. The analyst will also perform other duties as assigned, contributing to the overall effectiveness of the Human Resources department.

Responsibilities

• Develops a strategic compensation strategy and philosophy for Bexar County and its employees with a focus on retaining and attracting employees.
• Serves as subject matter expert, individually motivated and operating with a sense of urgency and personal accountability.
• Provides professional human resources advice, guidance and assistance to managers, and supervisors on matters of compensation and makes recommendations on the appropriate actions.
• Analyzes job(s) and recommends job description language changes to ensure essential and preferred job responsibilities are accurately documented; writes new and updates current job descriptions; conducts job analysis and job evaluation to ensure internal alignment with job descriptions and levels; assists with monitoring and maintaining job descriptions and applicant tracking system.
• Analyzes and evaluates qualifications and work experience; reviews transcripts, degrees, work experience, and related materials and prepares analysis of salary recommendations.
• Participates in annual operating and county budget preparation and administration; conducts compensation cost/benefit analyses; data review, analysis, structure movement and market recommendations; coordinates the preparation of timely budget documents; analyzes needs, prepares analysis, and recommends sound options using methodologies.
• Coordinates the solution of budgetary issues with budget analysts and works with appropriate staff or partners to solve problems or find answers to issues and questions; reviews compensation requests to ensure alignment with legal requirements and County policies and performs classification reviews and other salary-related inquiries.
• Conducts market-based salary studies based on the County's defined market comparables; recommends salary grades based on external market and internal alignment factors; assists in the administration of compensation planning including the market study process to include data review, analysis, structure movement, market recommendations and collective bargaining cost analysis.
• Prepares reports, presentations, open records requirements, memoranda, agenda coordination, data, and charts; prepares a variety of federal, state, local and county based reports, correspondence and memos.
• Performs other duties as assigned.

Requirements

• Graduation from an accredited college or university with a Bachelor's Degree in Business Administration, Human Resources Management or closely related field.
• 5 years of professional experience in Human Resources as a Compensation Analyst.
• Must have advanced level Excel skills including pivot tables, VLOOKUPs etc.
• Strong ability to gather, analyze and communicate the results of statistical data required.
• Must have a strong results and customer focused approach and the ability to work with all levels within the organization.
• Ability to communicate all things compensation to anyone in written, presentation and verbal form a must.
• Strong accuracy and a knowledge of federal and state wage and salary laws.
• Strong ability to make high level judgment decisions.
• Ability to work independently in the absence of special instruction.
• Skill in managing multiple projects simultaneously.
• Skill in supervising administrative staff.
• Skill in organizing and reporting data.
• Skill in communicating effectively with diverse groups of individuals utilizing tact and diplomacy.
• Skill in program development, implementation, and management.
• Skill in developing workable solutions to complex business problems.
• Skill in compiling, analyzing, and interpreting statistical data.
• Skill in formulating recommendations and writing reports.
• Skill in developing cost-benefits analyses and program performance measures.
• Skill in utilizing Windows-based word processing, spreadsheet and relational database software.
• Strong project management skills, multitasking, and prioritizing skills.
• Ability to research, analyze, interpret and present information, database reporting.
• Ability to work independently, foster collaboration on a team, and meet multiple deadlines with conflicting priorities.
• Ability to interpret and apply County policies and procedures, and to assist in preparing comprehensive reports.
• Ability to establish and maintain effective working relationships with co-workers, County employees, other government agencies, outside organizations and the general public.
• Ability to supervise professional and support staff.

Nice-to-haves

• PHR or SHRM-CP or SPHR or SHRM-SCP preferred.
• CCP Preferred.