Compensation Analyst-HRIS Administrator

Compensation Analyst-HRIS Administrator

Department: Human Resources

Reports to: Director of Human Resources

Summary: Under general supervision, this position is responsible for administering the City's compensation and classification program, including, but not limited to, gathering benchmark data, compiling and analyzing results, recommending changes to the City's compensation levels, and producing reports for management. The position is responsible for maintaining and updating data within the City-wide compensation plans. The position also serves as the department's subject-matter expert in the implementation, maintenance, and use of the City's Human Resources Information System (HRIS).

Essential Functions: Essential duties and responsibilities may include, but are not limited to, the following:

• Responsible for the accuracy of the City's compensation and classification program, including but not limited to gathering benchmark data, compiling and analyzing results, and making recommendations for structure adjustments and changes.
• Provides advice to management and HR staff on compensation issues related to salary offers for new hires and internal pay equity, utilizing both internal and external equity data.
• Assists with system testing and audits to ensure the HRIS meets compensation needs and is updated to reflect changes in job titles, salaries, job codes, pay structures, etc.
• Assists with reviewing job descriptions to determine FLSA exemption status.
• Researches, analyzes, and compiles statistics on compensation and job classifications to develop competitive position descriptions and classifications that align with industry standards, and to ensure internal parity of compensation levels across departments.
• Assists with conducting job analysis to determine the classifications into which jobs are to be placed based on similarity of the work performed, the scope and difficulty of the work performed, and the qualifications necessary to perform the work; recommends pay grades into which classifications should be assigned.
• Conducts and participates in salary surveys; analyzes survey data and prepares reports, including but not limited to employee diversity, turnover rates, etc.
• Conducts job audits and analyzes newly proposed and existing positions to ensure appropriate classification and grading of active positions.
• Provides system administration for the HRIS; assists with the maintenance and administration of enterprise-level technology.
• Meets with end-users to help optimize and improve their workflows.
• Evaluates business processes and makes recommendations for the use of technology.
• Leads and manages implementation projects for new functions within existing systems or new technology products.
• Maintains system documentation and provides training as needed.
• Actively monitors product development and upgrades, testing, and implementing as appropriate, and resolves system issues using technical analysis and/or escalation of issues to the software provider.
• Works closely with the Information Technology (IT) department to develop the information technology strategy and technology deployment for HRIS.
• Supports the City of Odessa's relationship with the public by demonstrating courteous, cooperative behavior when interacting with citizens and City staff.
• Conducts research and special projects as needed; analyzes findings and makes recommendations for action.
• Maintains confidentiality of work-related issues and City information.
• Performs other related and assigned duties as required.

The list of essential functions, as outlined herein, is intended to be representative of the tasks performed within this classification. It is not necessarily descriptive of any one position in the class. The omission of an essential function does not preclude management from assigning duties not listed herein if such functions are a logical assignment to the position.

Minimum Qualifications:

Education, Training, and Experience Guidelines: Bachelor's Degree in Human Resources, Business Administration, Public Administration, or a related field from an accredited university or college is required. Three years of progressively responsible experience in compensation analysis is required. Municipal Human Resources experience is highly desired. An equivalent combination of experience and education may be accepted in lieu of the requirements above.

Preferred qualifications:

• Professional Certification in Human Resources (e.g., PHR, SHRM-CP, IPMA-HR)
• Certified Compensation Professional (CCP) certification

Ability to:

• Read and comprehend instructions, correspondence, and memos; ability to write correspondence; ability to effectively present information in one-on-one and small group situations to customers, clients, and other employees of the organization.
• Choose the right mathematical methods or formulas to solve a problem.
• Apply common sense understanding to carry out detailed and involved written or oral instructions; ability to deal with problems involving a few concrete variables in standardized situations.
• Communicate effectively, verbally and in writing, as appropriate for the audience; give full attention to others, take time to understand points, ask questions as appropriate, and avoid interrupting at inappropriate times.
• Apply general rules to specific problems to produce answers that make sense, as well as apply to combine pieces of information to form general rules or conclusions (includes finding a relationship amongst seemingly unrelated events).
• Establish and maintain effective working relationships with co-workers, subordinates, supervisors, and the general public.
• Maintain confidentiality.
• Write professional-level reports and correspondence.

Skill in:

• Microsoft Office suite of products, particularly Word, Excel, and PowerPoint, with a high degree of accuracy.
• Implementation and use of HRIS or ERP solutions.
• Communicating effectively verbally and in writing.

License and certification requirements: None

Physical demands and working environment: The physical and work environment demands described here are representative of those required to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. The employee is frequently required to stand, walk, and sit. The employee is occasionally required to stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. The noise level in the work environment is usually quiet.