Senior Classification and Compensation Analyst

Job Title

Senior Classification and Compensation Analyst

Agency

Texas A&M Transportation Institute

Department

TTI Human Resources

Proposed Minimum Salary

Commensurate

Job Location

Bryan, Texas

Job Type

Staff

Job Description

Who are we?

The Texas A&M Transportation Institute (TTI) is an agency of the State of Texas and member of The Texas A&M University System. For 70 years, TTI has addressed complex transportation challenges and opportunities with innovation, objectivity, and unmatched technical expertise. Our staff delivers excellence, value and thought leadership to ensure our research sponsors achieve their goals.

TTI Human Resources is committed to contributing strategically to the mission of the Texas A&M Transportation Institute. We seek to provide excellent, caring and consistent services that support the ability of the agency to attract, develop, motivate and retain a highly qualified and diverse workforce.​

Our Mission and Vision

Our Vision - TTI leads in the creation of knowledge that transforms transportation for the benefit of society.

Our Mission - TTI delivers practical, innovative and sustainable solutions to improve the movement of people, data and goods through research, education and technology transfer.

Our Work Environment

Entrepreneurial culture

Affiliation with Texas A&M University students and faculty

Ability to work with nationally recognized experts

Ability to help train the next generation of transportation professionals

Premier office and research facilities and equipment

Accredited laboratories and safety proving ground

Outstanding research support services

Hybrid work environment/telecommuting

Flexible work hours

Family friendly

High staff retention rates

Leadership development and wellness programs

Data allowance and home office equipment reimbursements

Relocation assistance (if eligible)

Tuition reimbursement program (if eligible)

Our Employee Benefits

TTI employees can choose from several health coverage options offered by The Texas A&M University System for themselves and their families, as well as numerous other benefit programs.

https://www.tamus.edu/business/benefits-administration/

Job Summary:

The Senior Classification and Compensation Analyst, under direction, is responsible for the administration and maintenance of TTI’s compensation program designed to attract, retain, and motivate employees. This position will be responsible for the job architecture process, partnering with managers to determine proper classification and compensation of positions, conducting compensation analyses, and serving as a data analyst in the area of people analytics. Will be responsible for serving as the compensation subject matter expert and working complex compensation and people data projects. Continued employment in this position is contingent upon availability of funding and satisfactory performance.

What you need to know:

• The immediate objective for this role will be to perform labor market analyses of TTI positions, in conjunction with maintaining internal equity amongst positions. The incumbent will also have a critical role in the redesign of TTI’s compensation program, achieving the development and implementation of a new “modern compensation” philosophy and program.

• This position has the flexibility of a hybrid remote option that can be discussed further during the interview process.

• The salary range for position is $60,000K - $80,000K. Final salary will be determined based on the applicant's qualifications and experience.

Essential Duties:

COMPENSATION ADMINISTRATION

• Design, implement and manage the administration of a TTI compensation program to align with Agency objectives for recruiting, retention, and employee engagement. Designs and communicates pay structures, grades, and guidelines.

• Advises managers on making effective pay decisions that support employee engagement and comply with compensation policy and budgetary guidelines.

• Serves on the TAMUS Pay Plan Governance Council and the Workday Compensation Working Group. Participate as a subject matter expert in any research of compensation programs and strategy.

• Safeguards that all compensation programs and guiding policies are well documented and provide ongoing review of program administration and compliance.

• Manages and administers annual merit program including providing training to managers.

• Partners with the hiring managers to create new positions or reclassify current job descriptions for job posting purposes, identify and advise on appropriate salary range, and works with the hiring manager to determine appropriate salary offer.

• Assists managers with requests for promotion, equity, and market increases. Conducts compensation analyses and advises managers accordingly.

• Prepares and maintains job descriptions for each position in the organization. Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range. Performs job analysis to determine the proper classification and job architecture of new and existing positions, ensuring descriptions accurately reflect the work being performed by incumbents.

• Participates in compensation surveys, conducts research and analysis on market competitiveness, pay equity, and compensation trends. Conduct annual and ad hoc competitive market analysis to ensure internal pay levels reflect market pay practices.

• Partners with the TTI Learning and Development Specialist to prepare and present compensation training.

• Prepares total compensation, market, and internal equity analysis reports as needed.

PEOPLE/HR ANALYTICS

• Partner with HR leadership and other leadership to support deliverables for special projects related to People Strategy (e.g., diversity, retention, etc.) and generate meaningful business insights.

• Perform analytical techniques, ranging from reporting and metrics to predictive analytics to assist with uncovering new insights surrounding people, practices, programs, and processes. Identify and define HR metrics. Collect, compile, and analyze workforce data; analyze exit survey results; analyze key drivers of performance through analyzing the correlation between performance trends and potential drivers; etc.

• Point of contact and subject matter expert for ad hoc people data and analytics requests.

• Support the broader goals of the HR team.

• Other duties as assigned.

Required Minimum Education and Experience:

• Bachelor’s degree or equivalent combination of education and experience (HS diploma + 4 YOE)

• Two years of experience performing related work (This can include but is not limited to: job description development and valuing positions, classification review, compensation analysis, and position analysis)

Knowledge, Skills and Abilities:

• Knowledge of job classification/evaluation principles and methods preferred

• Knowledge of compensation principles preferred

• Knowledge of salary structure design preferred

• Strong project management skills

• Demonstrated ability to manage conflicting priorities

• Ability to act with tact and diplomacy, especially when conveying outcomes that managers or employees don’t want to hear

• Advance level of Excel skills

• Ability to work independently

• Demonstrated problem-solving and analytical skills

• Demonstrated ability to work and consult with employees at all levels of the enterprise, including executive leadership

• Knowledge of modern HR information systems (e.g. Workday)

• Ability to be culturally agile in a diverse environment

Preferred Qualifications:

• Certified Compensation Professional Certification 

• Extensive knowledge of human resource laws, regulations and best practices.

• Previous experience as a compensation analyst. Experience in compensation analysis, design, and planning. Experience creating and maintaining salary ranges, administering compensation procedures, and experience using compensation software.

• Analytical skills: identifying, evaluating, interpreting and organizing data. This includes sorting through data to identify patterns and establish relationships for decision making.

All positions are security-sensitive. Applicants are subject to a criminal history investigation, and employment is contingent upon the institution’s verification of credentials and/or other information required by the institution’s procedures, including the completion of the criminal history check.

Equal Opportunity/Affirmative Action/Veterans/Disability Employer committed to diversity.