Classification & Compensation Analyst

We’re looking for a detail-oriented, data-savvy Compensation Analyst to join our Human Resources team. In this role, you’ll help ensure our pay programs are fair, competitive, and aligned with the needs of our organization.

Your work directly supports our ability to attract top talent, motivate employees, and retain a strong and engaged workforce. You’ll review job descriptions, evaluate positions, study market data, and provide leaders with clear compensation insights that guide organizational decision-making.

This is a great opportunity for someone who loves research, enjoys solving puzzles with data, and wants their work to positively impact the employee experience across the organization.  If you enjoy solving complex problems with data and want your work to make a positive impact across the entire organization, this role is for you!

HR VALUES:

Serve Big:  We aim high and give our all.  We're here to make a difference.

Better Together: Our talents and ideas are welcome here, and we'll grow even better side-by-side.

Build Trust: We are committed to honesty, accountability, and meaningful connections

We offer a competitive Total Rewards package that increases your base salary by approximately 40%, including:

• Excellent medical, dental, and vision insurance
• Generous vacation and sick leave 
• 11 paid holidays annually
• Participation in Public Employee Retirement System of Idaho (PERSI) a defined benefit plan with a 11.96% employer contribution
• 457(b) deferred compensation plan with up to 3% county match, plus a 401(k)
• Paid parental leave, life insurance, and wellness programs
• Ongoing training opportunities and career development
• Remote work upon completion of training (up to 2 days/wk.)
  
  

Learn more about Ada County Human Resources by visiting Ada County Human Resources

Classification & Analysis 

• Collects and thoroughly analyzes data, makes sound recommendations in alignment with Ada County’s compensation philosophy, practices and in accordance with federal and state regulations.
• Conducts research and recommends appropriate job classification and compensation structure for Ada County positions; 
• Performs a variety of compensation studies, market analysis, compression review, internal equity review, Fair Labor Standards Act (FLSA) status determination, and related analyses; 
• Performs compensation research, data analysis, design, planning and administration of the compensation program; 
• Researches market compensation trends and prepare recommendations to organizational leaders to remain competitive in recruiting and retention;
• Develops compensation models, projections, and cost scenarios to support decision-making;
•  with classification studies, pay structure reviews, and organizational realignment projects;
• Provides HR support functions of the Ada County budgetary process, including reviewing proposed personnel change requests, supporting the HR Management team during budget deliberations, and facilitating approved fiscal year adjustments;
• Proactively reviews compensation for consistency across departments, ensure fairness and equity;
• Participates in the development and refinement of compensation policies, procedures, and administrative guidelines.
• Makes recommendations and drives development of compensation strategies in alignment with short and long-term goals and objectives to the Human Resources Director, department heads, and elected officials;
• Responds to public records requests and participates in salary surveys;
• Conducts audits to ensure compliance with county, state and federal and regulations including Title VII, FLSA, EEOC, etc.

• Maintains job descriptions, job families, and classification related documents to accurately reflect essential functions and requirements;
• Performs job audits and interviews employees, staff, clients, and partners on classification and compensation-related matters;
• Conducts FLSA analyses and maintains documentation related to exemption designations.

• Provide guidance to managers, HR partners, and elected officials on broad range of compensation and classification issues and decisions related to best practices and policy interpretation; Provides advice and recommendations on compensation decisions involving:  new hire salaries, promotions, reclassifications, salary adjustments, and reorganizations;
• Support departments in understanding classification guidelines, salary placement, and internal equity considerations;
• Prepare and deliver training or informational sessions about job evaluation processes, compensation program procedure, policies, pay practices, and market trends; 
• Serve as a resource for explaining market data, pay trends, and organizational impacts in clear, accessible language.

• Maintains and updates job classification, position, and personnel information in HRIS, files, and records;
• Processes personnel actions for consistency and accuracy in a timely manner to meet review, approval, and payroll deadlines;
• Run and analyze HRIS reports, dashboards, and data extracts to support audits, studies, and leadership requests;
• Collaborate with HRIS, IT to enhance system workflows, reporting capabilities, quarterly testing and data reliability;
• Support annual updates to pay structures, salary ranges, and pay tables within the HRIS.

• Works with employees and supervisors to discuss and resolve job classification and compensation disputes;
• Participates with HR team on projects, initiatives and goals;
• Interprets and explains human resource rules, regulations, policies, and procedures;
• Performs related duties as required.

• Bachelor’s degree in Human Resources, Business/Public Administration, Finance, Economics, or a related field; or an equivalent combination of education and experience;
• Two to four years of professional experience in compensation, classification, HR analytics, or a related field;
• Professional certification (CCP, SHRM-CP/SHRM-SCP, PHR/SPHR, IPMA-HR) is preferred;
• Public-sector compensation experience; preferred;
• Knowledge of standard position classification methods and techniques, including salary surveys, job audits, organizational relationships, internal and external comparisons, class specifications, and slotting;
• Knowledge of job design and compensation plan designs, including base pay, variable pay, and market pricing;
• Knowledge of merit systems principles and practices;
• Knowledge of the principles and best practices of human resource management, employee development, mentoring, and employee relations;
• Knowledge of applicable employment laws and regulations; 
• Knowledge of effective employee supervision and motivation;
• Knowledge of basic business budget management principles preferred;
• Skill in reviewing, editing, and creating position descriptions and evaluating for placement in a job series and compensation band;
• Skill in research methods and techniques;
• Skill in compensation techniques, theory, practices, methods, programs, and plans;
• Skill in preparing and analyzing statistical reports;
• Skill in prioritizing multiple projects and deadlines;
• Skill in working effectively with individuals at all levels: employees, managers, department heads, and elected officials;
• Ability to effectively use MS Excel at an intermediate or advanced level;
• Ability to effectively use MS Word, PowerPoint, HRIS systems, and other applicable software at an intermediate level; 
• Ability to interpret and explain laws, regulations, policies, and procedures; 
• Ability to advise senior leaders on compensation best practices, pay strategy, and market competitiveness;
• Ability to explain complex information in an understandable fashion and to communicate effectively verbally and in writing, and make presentations in group settings;
• Ability to adapt to changing business needs and conditions;
• Ability to exercise tact and discretion; 
• Ability to work under own initiative and utilize independent judgment;
• Ability to work as a member of a team to accomplish division and department goals;
• Ability to maintain confidentiality of human resource issues and records.

• Must possess a valid Idaho driver’s license.

• Work is performed primarily in an office environment and the employee in this class is subject to inside environmental conditions;
• This position requires sustained periods using a keyboard and performing other computer work; 
• This position may require long periods of sitting or standing;
• This position may travel throughout the county and conduct audits of jobs that require fieldwork.