Classification & Compensation Analyst

GENERAL JOB SUMMARY

The Classification & Compensation Analyst is a senior-level individual contributor and analytical professional responsible for shaping, analyzing, and maintaining classification and compensation programs that are compliant, internally equitable, and market-informed. This role uses statistical analysis, compensation platforms, and sound professional judgment to support compensation decisions and classification integrity.

The analyst chairs the Job Classification Committee and serves as a liaison to institutional HR leaders and other stakeholders, influencing and advising on compensation strategy and classification standards without direct supervisory responsibility. The position supports broader HR initiatives and willingly assists other areas of the HR team as needed. This position plays a key role in ensuring fair, competitive, and compliant compensation practices that support employee recruitment, retention, and engagement across the system.

Classification: Full-Time, Exempt, Non-Classified, Benefits-Eligible

JOB DUTIES AND RESPONSIBILITIES

Compensation & Classification (50%)

• Conduct market pricing and benchmarking using compensation platforms; develop and recommend salary structures and pay ranges.
• Perform job analyses and maintain accurate, up-to-date classification specifications, master job specifications, classification standards, and career ladders.
• Lead/chair the Job Classification Committee and facilitate position reviews and classification discussions.
• Apply statistical analysis such as regression, market comparisons, and pay equity analysis to assess pay alignment and classification consistency.
• Ensure compensation programs comply with FLSA, WV Code, and other applicable laws and regulations.
• Collaborate with institutional HR contacts to provide classification guidance and support.

Compliance, Reporting & Process Improvement (25%)

• Generate, run, and analyze compensation-related reports; ensure accurate and timely system data entry across HR systems.
• Conduct internal equity reviews and support audits, compliance reviews, and external reporting requests or inquiries.
• Identify, recommend, and implement improvements to classification processes, workflows, and documentation.
• Maintain clear, consistent, defensible, and audit-ready compensation records.

Strategic Collaboration & Institutional Partnership (25%)

• Advise senior leadership, such as the Vice Chancellor, on compensation strategy and classification matters.
• Serve as a primary liaison to institutional HR partners on classification and compensation matters.
• Partner with HR Systems to ensure data structures support accurate analysis and reporting.
• Coordinate with Total Rewards and Operations to align compensation with broader rewards, engagement, and benefits strategies.
• Contribute analytical insight and subject matter expertise to cross-functional initiatives and projects.
• Provide excellent consulting service to internal stakeholders.
• Support the broader HR team and assist with other HR projects or priorities as needed.