What is the role of a SENIOR COMPENSATION ANALYST - 0425 at City of Greenville (SC)?

The SENIOR COMPENSATION ANALYST - 0425 position at City of Greenville (SC) is a Full-Time opportunity in the relevant field.

Where is this SENIOR COMPENSATION ANALYST - 0425 job located?

Greenville, South Carolina, 29607, United States

What industry does this SENIOR COMPENSATION ANALYST - 0425 position belong to?

This role spans multiple industries.

What is the expected salary for this SENIOR COMPENSATION ANALYST - 0425 job?

$62,400 – $87,300 Yearly Salary

How can I apply for the SENIOR COMPENSATION ANALYST - 0425 position at City of Greenville (SC)?

You can apply directly through the application link provided.

SENIOR COMPENSATION ANALYST - 0425 at City of Greenville (SC) | Jobs and Employment

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 and 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. 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 learning and performance management systems and programs. Complies and maintains human resources (HR) related statistics, as well as, prepares related reports and analyses. Assists other HR disciplines and participates in special projects as assigned.

Essential Functions

Essential Functions	% of Time
Support Maintaining 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. Ensure the job description databases are updated (e.g., PayFactors, HR, and City shared drives) and communicated to the Employment team for updating in the applicant tracking system in a timely manner. Provide biweekly status report on updated and outstanding job descriptions. 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%
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, driver’s licenses, etc.). Audit system records, entries, and reports to ensure accurate data. Proactively keep the Compensation Manager and Chief Human Resources Officer apprised of employee pay issues that may arise and work to resolve issues efficiently.	20%
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 City’s 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, Chief Human Resources Officer, and hiring departments.	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. Create pay related forms as applicable. Recommend improvements to performance management system and materials.	10%
Provide General HR Support: Update and maintain licenses and certifications in the learning management system (LMS) and provide backup support to the HR team on the LMS. 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. Utilizing the payroll reporting system, routinely query employee and account data, utilizing current reports as well as building new reports as requested. As needed, assist in conducting exit interviews by contacting separating employees, scheduling exit interviews, and documenting information. Provide general research, writing, and editorial support as assigned. Complete financial verifications of employment and other federal forms requested by employees. Assist in updating policies, guides, and manuals as assigned. Participate in developing and delivering various training topics (e.g., FLSA compliance, timekeeping, training and development, performance management, etc.). 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.

Job Requirements

Bachelor’s degree in human resources management, business, or a related field.

Over four (4) years of classification and compensation experience, payroll, 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, public administration, business, or a related field.

Prior 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 (CCP).

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.

Federal, state, and local laws (e.g., Fair Labor Standards Act, Equal Pay Act, Equal Employment Opportunity laws, etc.) pertaining to human resources administration.

Theories and principles of internal and external market analysis.

Industry and best practices in compensation, classification, and philosophies.

Statistical and data analysis methods and concepts.

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:

Stay abreast of best practices and recommend current and relevant updates to City compensation programs.

Research and analyze complex and varied data, evaluate alternatives, and make effective compensation recommendations.

Interpret compensation data, identify trends and document findings.

Utilize Microsoft Excel to perform data analysis, as well as graphically display data by building pivot tables, charts/graphs including the use of a secondary axis, etc.

Provide high-level consultation on classification and compensation issues to a wide range of internal customers in a diplomatic and confidential manner.

Demonstrate strong interpersonal skills and customer service orientation.

Demonstrate excellent verbal and written communication skills, including making presentations to large groups of employees.

Establish and maintain effective communication and working relationships with coworkers, other City departments/divisions, outside agencies, and associations.

Work under limited direction and exercise initiative in the performance of job responsibilities.

Use effective judgment and discretion in discussing and resolving issues.

Maintain confidentiality and sensitive business information.

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, attention to detail, and accuracy with data.

Read and comprehend policies, guidelines, manuals, and professional journals.

At an advanced level write and edit job descriptions, prepare reports, and compose emails in a clear and professional manger.

Operate general office equipment to include scanner, printer, copier, telephone, and computer with Microsoft Office Suite.

Utilize specialized software and systems to include payroll system, data query application, performance management system, learning management system, and various other HR related systems and platforms.

Working Conditions

Primary Work Location: Office Environment.

Protective Equipment Required: None.

Environmental/Health and Safety Factors:

Relatively free from unpleasant environmental conditions or hazards.

Physical Demands:

Constantly 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.

SENIOR COMPENSATION ANALYST - 0425 at City of Greenville (SC) – Greenville, South Carolina

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