Compensation Analyst

Location : 101 Monroe St Rockville MD 20850 USA
Job Type: Permanent
Remote Employment: Flexible/Hybrid
Job Number: 2024 - 00008
Department: Office of Human Resources
Division: OHR 33 Classification and Compensation Team
Opening Date: 08/01/2024
Closing Date: Continuous
FLSA: Exempt
About the Position
Closing Date: Open Continuous
WHO WE ARE
We are a motivated, agile, human-centric, diverse group of people dedicated to serving our community by hiring, training, and retaining a well-qualified, high-performing, diverse and inclusive workforce. We serve 10,000 employees in 35 different departments, 6000 retirees and impact a community of over 1 million. In addition, we strive to foster positive management/union relationships in coordination with our four union organizations. We value diversity, inclusion, and equity for all employees.
WHO WE ARE LOOKING FOR
The Compensation Analyst will primarily be responsible for providing comprehensive market studies, impact analyses and reports to support proposed changes to job classification plans, compensation structures, policies, regulations, (local, state, and federal) collective bargaining agreements and business processes and systems in the classification and compensation division. This work will involve extensive market analyses, internal impact analyses, and management of large datasets from internal and external systems and applications, as well as working across multiple County departments and external partners.
The analyst will provide consultation and advisory service for classification and compensation as well as serve as the lead resource in conducting occupational studies to include Fair Labor Standard Act (FLSA) reviews, use of factor system classification methodology, interpretation of position classification study results and presentation of recommendations.
What You'll Be Doing
Major Responsibilities and duties include but are not limited to:

• Conducting classification studies, including market research, and review and analysis of written documentation.
  
• Conducting compensation reviews and analyses for new hires and promotions and ensuring internal pay equity.
  
• Conducting classification and compensation analyses to ensure compliance with regulations, policies, collective bargaining agreements and other memorandums of agreement.
  
• Conducting desk audits to supplement and verify written documentation, interviewing supervisors and managers to verify employee data and reviewing organizational structures.

• Preparing final decision memoranda which includes written detailed analyses of employee and management responses and addressing comments/concerns.
  
• Preparing new or revising existing job class specifications, using a quantitative point-factor job evaluation system (QES).
  
• Drafting responses and managing the implementation of Classification and Compensation recommendations from MSPB audits or other County reviews and audits.
  
• Participating in multiple classification and compensation ad hoc projects at both the HR Office and County-wide levels.
  
• Defining and maintaining a standard business process for timely review and evaluation of classification plans and compensation structures to ensure market competitiveness.
  
• Leading design teams composed of partners from other departments, management, OHR and Finance to design classification and compensation structures and plans which support the County's overall strategy.
  
• Partnering with stakeholders to identify and address impact of collective bargaining compensation agreements, job classification recommendations, compensation structures or personnel regulation changes.
  
• Creating and maintaining HR Classification and Compensation governance guides.

The anticipated salary range is $84,599 - $110,479.
Minimum Qualifications
Experience: Considerable (5 years) applicable professional work experience in progressively more responsible roles in compensation, financial, or budget analysis.
Education: A Bachelor's Degree in Business, Economics, Statistics, Public Administration, Human Resources Management, Industrial Relations, Mathematics, Information Data Management, Finance, Engineering or related field from an accredited college or university.
Equivalency: An equivalent combination of education and experience may be substituted.
Preferred Criteria, Interview Preferences
Interviews will be offered to candidates who demonstrate the following items within their application.

• Knowledge and aptitude in the areas of compensation merit planning and administration, compensation survey methodology and participation, analysis of base pay and incentive design and programs, and job evaluation.
  
• Thorough knowledge of labor laws, HR-related court decisions (both public and private industry) as they relate to compensation, and their impact on the County's compensation policy and practice.
  
• Considerable knowledge of local government laws, rules, regulations, and practices, particularly those governing the administration of compensation programs.
  
• Broad HR knowledge in addition to compensation and classification (i.e., knowledge of recruitment and staffing, labor-management relations, training, and benefits practices).
  
• Skill in leading compensation design processes and in leading organization-wide initiatives involving analysis and validation of large and complex dataset.
  
• Strong computer skills (Excel, Access, Word, Power Point) and enterprise applications, systems and reporting tools and skills.

IMPORTANT INFORMATION
The Office of Human Resources (OHR) reviews the minimum qualifications of all applicants, irrespective of whether the candidate has previously been found to have met the minimum requirements for the job or been temporarily promoted to the same position. This evaluation is based solely on the information contained in the application/resume submitted for this specific position.
Montgomery County Government(MCG) is an equal opportunity employer, committed to workforce diversity. Accordingly, as it relates to employment opportunities, the County will provide reasonable accommodations to applicants with disabilities, in accordance with the law. Applicants requiring reasonable accommodation for any part of the application and hiring process should email OHR at Individual determinations on requests for reasonable accommodation will be made in accordance with all applicable laws.
MCG also provides hiring preference to certain categories of veterans and veterans/persons with a disability. For more information and to claim employment preference, refer to the Careers webpage on Hiring Preference.
All applicants will respond to a series of questions related to their education, relevant experience, knowledge, skills, and abilities required to minimally perform the job. The applicant's responses in conjunction with their resume and all other information provided in the employment application process will be evaluated to determine the minimum qualifications and preferred criteria or interview preference status. Based on the results, the highest qualified applicants will be placed on an Eligible List and may be considered for an interview. Employees meeting minimum qualifications who are the same grade will be placed on the Eligible List as a "Lateral Transfer" candidate and may be considered for an interview.
This will establish an Eligible List that may be used to fill both current and future vacancies.
If selected for consideration for this position, you may be required to provide evidence that you possess the knowledge, skills, and abilities indicated on your resume.
Montgomery County Ethics Law : Except as provided by law or regulation, the County's "Public Employees" (which does not include employees of the Sheriff's office) are subject to the County's ethics law including the requirements to obtain advanced approval of any outside employment and the prohibitions on certain outside employment. The outside employment requirements of the ethics law can be found at 19A-12 of the County Code. Additional information about outside employment can be obtained from the Ethics Commission website.
MCG's Total Rewards
To promote your overall well-being and help secure your future, MCG offers a comprehensive total rewards package for permanent and term positions.
Compensation. In addition to the salary listed in the Description section, all permanent and term positions are eligible for robust retirement plans, with public safety positions eligible for a pension plan. Sick leave and annual leave earned at a rate of 4.6 hours/80hrs worked. We also provide personal days, paid parental leave (6 weeks), holiday leave, various pay differentials, tuition assistance (up to $2,130 annually), and performance awards. Positions in MLS earn paid time off (7 weeks annualized) instead of sick/annual leave and are not eligible for pay differentials.
Benefits. Our benefits for all permanent and term positions include premier medical, prescription, dental, vision, long-term disability, and life insurance plans, with most plans receiving employer contributions of 80% toward premiums. Additionally, we offer an employee assistance program, an award-winning wellness program, and flexible spending accounts for healthcare, childcare, and commuter expenses.
For eligibility and plan details, please visit
01
MQ Question COMPENSATION ANALYST (100120)
What is your highest level of completed education in Business or Public Administration, Human Resources Management, Industrial Relations, Mathematics, Finance, or related field from an accredited college or university?

• N/A
• High School/GED
• Associate's Degree
• Bachelor's Degree
• Master's Degree
• Doctorate

02
MQ Question COMPENSATION ANALYST (100120)
How many years of applicable professional work experience do you have in progressively more responsible roles in compensation and related areas (e.g., financial analysis, HR analytics)?

• No Experience
• 1-3 Year's Experience
• 4 Year's Experience
• 5 Year's Experience
• 6 Year's Experience
• 7 Year's Experience
• 8 Year's Experience
• 9+ Year's Experience

Required Question