Montgomery College, Central Services, has need for a full-time, Compensation Analyst (HR Specialist II), Req # 0092C in office of Human Resources and Strategic Talent Management. The normal work schedule is Monday – Friday 8:30am to 5:00pm.
Montgomery College is a public, fully accredited, open admission institution. Led by President DeRionne P. Pollard, Ph.D., MC is dedicated to student success and widely recognized for the quality and scope of its academic programs. Do you want to join us in our mission of providing an exceptional education and fostering student success? The faculty and staff of MC are integral to our continued excellence. We are looking for dedicated professionals for opportunities throughout the college.
The Compensation Analyst conducts job analysis, organizational analysis, and pay studies to maintain the College’s classification and compensation plans; analyzes positions and organizations and applies job evaluation methods to determine appropriate grades, documents findings, and prepares reports and recommendations; and conducts surveys and analyzes economic and compensation data to assess the College’s pay plan and to make recommendations regarding pay adjustments
Duties and responsibilities include but are not limited to:
Compensation Program Administration
Serve as senior analyst in the classification and compensation unit. Conduct job analyses, job evaluations, and compensation analyses; market price and slot jobs in pay structure. Review internal equity of job placements in structure and salary analysis/market pricing.
Lead compensation surveys and benchmarking. Select job classes for benchmarking; collect and analyze job matches and salary data; adjust and age data as necessary; validate data with senior leadership as necessary; determine and verify market pricing of jobs.
Work with Talent Acquisition and Employee Relations regarding pay determination and preparation of necessary documentation for new hires, transfers, promotions, and demotions.
Analyze, review, and process salary adjustments for temporary assignments, degree attainment, and other pay actions. Determine eligibility and amount of increase.
Ensure competitive and equitable pay practices by reviewing metrics, policies, procedures, and practices. Research best practices in compensation and keep abreast of new developments in the discipline.
Analyze and evaluate the impact of compensation program changes. Make recommendations to senior leadership regarding compensation program changes.
Work with human resources information system (HRIS) staff to ensure efficient integration of compensation processes and that accurate and pertinent data is appropriately stored and maintained in HRIS.
Manage tools and technologies to support efficiency; perform analytics to assist managers and senior leaders with compensation decisions.
Maintain accurate documentation of compensation activities and decisions.
Maintain confidentiality as necessary regarding compensation program activities and individual compensation actions at all times.
Classification and Position Management
Classify new and reclassify existing positions. Conduct research regarding position duties, responsibilities, and minimum requirements, and conduct desk audits or interview employee/supervisor/director as necessary to conduct job analysis and obtain job knowledge. Conduct job evaluation to determine proper classification and salary level. Determine if an existing job class can be used or a new job class must be created.
Write new and revise existing job class specifications that accurately reflect role, responsibilities, job level, and requirements.
Examine positions in anticipation of recruitment to ensure proper classification and verify active and vacant status of position. Provide review for classification and compensation in recruitment requisition approval queue.
Create/set up new positions as authorized by Budget or for which alternate/grant funding is provided. Create/set up new job classes. Cancel in HRIS unnecessary positions or positions that no longer have funding. Write/provide notification to employees encumbering positions losing funding of the termination of the position. Ensure accurate information for positions and job classes is entered into HRIS.
Provide guidance to employees and leaders regarding position description preparation, maintenance, and access to position descriptions and job class specifications in the Job Wizard.
Conduct or review consultant-conducted studies of positions, occupational job classes, and series. Implement changes resulting from reviews. Establish career ladders within job families as determined to be necessary and feasible for career development and succession planning.
Maintain college organization charts.
Conduct complex reorganization review and analysis, working with College leadership to evaluate impact of reorganization on organizational structure and function, individual positions, and affected employees. Implement all classification and compensation changes resulting from reorganization.
Regulatory and Policy and Procedure Compliance
Apply appropriate College policy & procedure, local, state, and federal laws and regulations in job evaluation and salary determination and ensure that compensation program and actions are compliant.
Monitor, interpret, and provide advice on federal, state, and local human resources laws and regulations (such as Title VII and Fair Labor Standards Act (FLSA)) to College leadership and employees. Develop plans to remain in compliance subsequent to proposed regulatory changes and advise senior leadership regarding compliance. Assign and audit FLSA status of positions and job classes.
Draft policy and procedure and compensation administration guidelines and provide analysis/justification for College leadership.
Represent human resources and compensation program with all levels of College employees
Respond to inquiries from employees, leadership, prospective employees, and external organizations regarding compensation issues. Provide advice regarding work structuring, organizational structure, classification, compensation/pay issues, and other human resources matters.
Provide compensation guidance and expertise to College leadership regarding non-routine compensation decisions, policy, guidelines, interpretation, and job evaluation.
Develop and deliver training regarding compensation and classification program, procedures, and processes to all levels of College employees.
Draft written communication (informative, explanatory, and reference) regarding compensation programs for publication or website posting.
Participate in salary or occupational surveys conducted by outside agencies or organizations such as College and University Professionals Association (CUPA-HR), Bureau of Labor Statistics, O’Net, Maryland Association of Community Colleges, Montgomery County government, Local Government Personnel Association, etc. Provide accurate job matches and salary data. Obtain copies/data access to completed surveys for salary determination reference.
Provide input to Labor Relations for collective bargaining regarding compensation program and position/job class bargaining unit determination.
Participate on and/or provide support to committees, task forces, work groups, etc. Represent unit/department at meetings.
Bachelor’s degree in Social Sciences, Psychology, Business Administration, Labor Relations, Human Resources Management, or a related field from an accredited college or university.
Four years of progressively responsible experience that exposes the employee to the principles and practices of Human Resources Management and the operations of an organization, preferably an educational institution.
Thorough knowledge of the principles and practices in area of specialization such as Classification and Compensation.
Skills in: performing mathematical and statistical calculations; using computer software applications including HRIS and office support systems; establishing and maintaining effective working relationships with employees at all levels of the organization and contractors; presentation, facilitation and negotiations; and, communicating effectively.
Ability to: handle confidential information; interpret and explain principles, procedures, policies, and regulations; remain current in trends, topics, and issues in area of specialization; arrive at sound decisions through analysis and evaluation; and, plan, organize, and set priorities on assigned work.
Skill in the use of computers and computer applications appropriate to the work.
Professional certification such as Certified Compensation Professional (CCP), Professional in Human Resources (PHR), and/or Society for Human Resources Management Certified Professional (SHRM-CP).