Grand Canyon University’s Human Resources department is currently hiring for a Compensation Analyst to perform data collection and analytical activities to support and assist with company compensation programs and initiatives. This position provides ad-hoc reports, analysis and compensation metrics, and also conducts, reviews and participates in salary surveys. In addition, the Compensation Analyst provides HRIS support and assists in compensation related transactions.
Serves as a professional member of the compensation function team which provides guidance to managers in job classifications and salary.
Assists with evaluating job classifications/families; writes/revises job descriptions/classifications/families as needed.
Assist with maintenance of job description library
Updates job profiles in HRIS system to be utilized for recruiting
Reviews and maintains all job descriptions to reflect best practices in containing well-articulated essential job functions.
Provides recommendations to Functional Head for grading and leveling of positions relying on analysis of external market data and internal equity data.
Executes approved compensation changes as directed.
Assists with compiling market salary competitiveness for management
Assists with annual merit process, organizing data sheets forward through governance process for approval.
Participates in designated salary surveys assisting with data organization and submittal to survey vendor.
Participates on special projects with the ability to independently organize deliverables to achieve stated milestones.
Bachelor’s degree from a regionally accredited institution in Human Resources, Business, or Finance.
Minimum 2 years’ experience in the analysis and administration of compensation and classification programs working for a company with a minimum employee base greater than 3,500, preferably multistate.
Professional participation in compensation, job classification and FLSA seminars to keep up to date on regulations.
Demonstrated knowledge of total compensation theory, job classification principles and job evaluation methodology.
Advanced knowledge of FLSA classification.
Experience in the collection, analysis and determination of market salary and total compensation data.
Strong analytical and quantitative skills for financial modeling, salary structure design, market benchmarking and job evaluation.
Demonstrated ability to organize and manage multiple priorities in a quick moving and change oriented environment.
Ability to understand the components to compensation.
Ability to maintain data integrity in compensation related systems.
Ability to respond effectively to the most sensitive inquires or complaints
Ability to review large amounts of data and provide a coherent analysis of it.
Ability to analyze, diagnose and solve moderate to highly complex multivariable situations.
Advanced level competency in Microsoft Excel (data modeling, visio mapping, charts).
Provide a positive example to students by supporting the University’s Doctrinal Statement, Ethical Position Statement and Mission of Grand Canyon University.
Certification as CCP preferred.
Certification in FLSA, Job Analysis and Compensation; shows professional development willingness and knowledge of relevant federal and state employment laws and regulations.
Prefer corporate business experience in HR compensation related function.