Senior HR Compensation Analyst

Salary: $65,304 - $78,895 Annually (GS.12E)

Work Hours: Monday – Friday, 8:00 A.M. – 4:30 P.M. (EST)
*Hours may vary due to work assignments or projects.*

Work Location: City Hall, 101 East 11th Street

FLSA Status: This is an Exempt position.

Department: Human Resources

CLASSIFICATION SUMMARY:
The incumbent in this classification manages the City’s classification, compensation, position control, and FLSA compliance functions. Duties include analyzing positions to determine appropriate classification and pay, reviewing salary actions for internal equity and policy compliance, conducting annual market salary and benefit surveys to ensure competitiveness, recommending budgeted compensation adjustments, and advising department leaders on compensation and classification matters. This specialized analytical HR role requires independent judgment, advanced compensation knowledge, and expertise in wage and hour law.

SERIES LEVEL:
The Senior HR Compensation Analyst is a stand-alone position.

ESSENTIAL FUNCTIONS:

(The following duties ARE NOT intended to serve as a comprehensive list of all duties performed by all employees in this classification, only a representative summary of the primary duties and responsibilities. Incumbent(s) may not be required to perform all duties listed and may be required to perform additional, position-specific duties.)

Administers and manages the City’s classification and compensation programs, including job analysis, job evaluation, position audits, salary administration, and pay equity review to ensure an effective, competitive, and legally compliant compensation system.

Conducts comprehensive classification and compensation studies by analyzing job questionnaires, organizational structures, position duties, and labor market data to determine appropriate job classifications, salary grades, and compensation recommendations.

Develops, revises, and maintains class specifications, compensation documentation, salary administration records, and classification histories; establishes new classifications and modifies existing classifications to align with organizational and operational needs.

Maintains and administers the City-wide position control and compensation management systems, ensuring the accuracy of authorized positions, salary assignments, pay grades, and approved organizational changes.

Reviews, analyzes, and approves personnel transaction requests related to compensation, including salary adjustments, reclassifications, promotions, demotions, acting assignments, and other pay-related actions.

Designs, conducts, and evaluates salary and benefits surveys, labor market studies, and compensation benchmarking analyses; prepares recommendations regarding market competitiveness, pay structure revisions, internal equity adjustments, and compensation program enhancements.

Develops compensation cost models, salary projections, and “what-if” analyses to support annual budget development, workforce planning, recruitment strategies, retention initiatives, and long-range financial planning.

Provides technical consultation and advisory support to managers, supervisors, department directors, and employees regarding compensation policies, salary placement, Fair Labor Standards Act (FLSA) determinations, pay administration, classification issues, and applicable personnel regulations.

Prepares, analyzes, and presents a variety of compensation, classification, workforce, and statistical reports to support executive decision-making, policy development, organizational studies, and departmental operations.

Consults with departments regarding workforce planning, organizational design, employee competency development, salary compression, retention issues, and strategic compensation solutions.

Participates in compensation-related surveys, committee assignments, special studies, and organizational projects to support efficient and effective Human Resources operations.

Collaborate with various departments to assess and determine if job classifications require designation as safety-sensitive, child-sensitive, and/or necessitate a Commercial Driver's License (CDL) status and other compensation-related regulatory classifications to ensure compliance with federal, state, and local laws.

Facilitate the annual job classification review process, partnering with departmental leadership and the Budget Department to align new position requests and classification changes with fiscal year financial planning.

Partner with departmental leadership and HR Business Partners to investigate and resolve compensation discrepancies, including overpayments, retroactive adjustments, and position classification issues.

Must meet regular attendance requirements.

Must be able to maintain good interpersonal relationships with staff, co-workers, managers, and citizens.

Must accomplish the essential functions of the job, with or without reasonable accommodations, in a timely manner.

Performs other duties as assigned.

DEPARTMENT SPECIFIC DUTIES (if any):
None

MINIMUM QUALIFICATIONS:
Bachelor’s Degree in Business Administration, Human Resources, or a closely related discipline, paired with four years of increasingly responsible professional experience within compensation administration; or a Master’s Degree in a matching field combined with three years of specialized compensation analysis experience; or eight years of equivalent, progressive professional background in compensation analysis; or any combination of equivalent experience and education.

LICENSING AND CERTIFICATIONS:
Valid Driver’s License
Certified Compensation Professional (CCP) preferred.

KNOWLEDGE AND SKILLS:
Knowledge of compensation and classification principles and practices; general human resources principles and practices; mathematical concepts, including statistics; job analysis methods; test development practices; records maintenance principles; performance appraisal principles and practices; applicable Federal, State, and Local laws, ordinances, codes, rules, regulations, policies, and procedures; job evaluation methods; negotiation techniques; and customer service principles.

Skill in providing customer service; interpreting and applying applicable laws, ordinances, codes, rules, regulations, policies, and procedures; conducting job analysis, job evaluation, and salary costing; analyzing, interpreting, and presenting data; interpreting descriptive statistics; using a computer and related software applications; preparing reports; speaking in public; and communication and interpersonal skills as applied to interaction with coworkers, supervisor, and the general public, sufficient to exchange or convey information and to receive work direction.

PHYSICAL DEMANDS:
Positions in this class typically require fingering, grasping, talking, hearing, seeing, and repetitive motions.

WORK ENVIRONMENT:
Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull, or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.

SPECIAL REQUIREMENTS:
Safety Sensitive: NO
Child Sensitive: NO
Dept of Transportation (CDL): NO

SUPPLEMENTAL INFORMATION:
This position requires pre-employment screening(s) that include: background check.

The City of Chattanooga, Tennessee, is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the City will provide reasonable accommodations to qualified individuals with disabilities and encourage both prospective and current employees to discuss potential accommodations with the employer.

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