Summary:
The Compensation Analyst is responsible for supporting the design, administration, analysis, and continuous improvement of the organization's compensation programs. This position develops, audits, and maintains job descriptions, supports job architecture and position classification initiatives, conducts market pricing and compensation analyses, and helps ensure compliance with applicable federal and state regulations. The Compensation Analyst partners with Human Resources, Talent Acquisition, and business leaders to ensure positions are accurately classified, competitively compensated, and aligned with the organization's compensation philosophy and career framework.
Responsibilities
Essential Job Functions:
- Draft, edit, and maintain accurate, compliant, and market-aligned job descriptions for new and existing positions across all business units
- Partner with HR, Talent Acquisition, and hiring managers to gather job information and develop well-written job descriptions that accurately reflect duties, responsibilities, and qualifications
- Conduct job evaluations and position classification reviews using established job architecture, compensation philosophy, and internal leveling guidelines
- Maintain and administer the organization's job architecture, including job families, career levels, job codes, and position hierarchy
- Analyze internal equity and external market data to develop compensation recommendations for new positions, promotions, transfers, and organizational changes
- Perform market pricing using salary survey data, compensation databases, and benchmarking tools (e.g., ERI, Radford, or similar)
- Evaluate positions for appropriate FLSA status, EEO classification, workers' compensation coding, and organizational alignment
- Support the development, maintenance, and administration of salary structures, pay grades, and compensation guidelines
- Maintain the organization's master job library, compensation databases, job catalog, and related HRIS records to ensure data accuracy and consistency
- Review and approve job descriptions within the Applicant Tracking System (ATS) iCIMS for formatting, classification, and compensation accuracy prior to posting
- Participate in compensation surveys by collecting, validating, and submitting compensation data and analyzing survey results
- Assist with annual compensation planning activities, including merit increases, market adjustments, and salary structure updates
- Develop and maintain compensation policies, procedures, job description standards, and documentation
- Provide guidance to HR staff and managers regarding compensation practices, job architecture, classification standards, and pay administration
- Support compensation-related projects, organizational restructures, acquisitions, and HR initiatives
- Perform other duties as assigned
Qualifications
Necessary Skills and Knowledge:
- Strong knowledge of compensation principles, job evaluation methodologies, and market pricing techniques
- Knowledge of job architecture frameworks, career leveling methodologies, and position classification practices
- Ability to prioritize tasks, manage multiple projects, and meet deadlines
- Possesses attention to detail and effective problem-solving skills
- Must have the ability to communicate effectively and diplomatically, both verbally and in writing, with co-workers and with outside agencies, partners, shareholders, and business associates
- Strong cultural awareness and sensitivity, with the ability to adapt messages and strategies for diverse audiences
- Basic understanding of relevant software, tools, and systems used in the corporate environment. This includes proficiency in standard software applications, including Windows and MS Office Suite
- Advanced proficiency in Microsoft Excel, including VLOOKUP/XLOOKUP, formulas, and data analysis
- Demostrated expercience with statical analysis and compensation modeling (e.g. regression, market analysis, pay equity)
- Ability to work effectively in both remote and in-person environments
Minimum Qualifications:
- Bachelor’s degree in a related field OR equivalent combination of education and work experience
- Minimum 3-5 years of progressively responsible Human Resources experience with emphasis in compensation, data analytics, job classification, or job architecture
- Experience working with compensation surveys and salary benchmarking tools such as ERI, Radford, Mercer, Salary.com, or similar resources
- Experience maintaining HRIS, ATS, and compensation-related data with a high degree of accuracy
- Experience drafting and maintaining job descriptions and conducting position evaluations
- Experience administering compensation programs and conducting market pricing analyses
Preferred Qualifications:
- Certified Compensation Professional (CCP), SHRM Certified Professional (SHRM-CP), (SHRM-SCP) or HRCI Professional of Human Resources (PHR) or (SPHR) certification or progress toward certification is preferred
- Experience with HRIS and Applicant Tracking Systems
- Previous experience working with Alaska Native Corporations (ANCs)
- Previous government contracting experience
Pay and Benefits
The salary range for this position is $85,250 to $104,200.00 annually.
At Goldbelt, we value and reward our team's dedication and hard work. We provide a competitive base salary commensurate with your qualifications and experience. Our annual incentive compensation plan is designed to reward your contributions to Goldbelt's success. It's a profit-sharing initiative tied to our strategic objectives, demonstrating that your efforts directly impact our achievements. As an employee, you'll also enjoy a comprehensive benefits package, including medical, dental, and vision insurance, a 401(k) plan with company matching, tax-deferred savings options, supplementary benefits, paid time off, and professional development opportunities.
