SENIOR HUMAN RESOURCES ANALYST - 40011177 1

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**THIS POSITION IS SUBJECT TO CLOSE WITHOUT PRIOR NOTIFICATION**

GENERAL DESCRIPTION:

This position provides classification and compensation support, guidance, and consultative services to County departments and divisions.

Under general supervision, this position independently manages time-sensitive tasks related to classification and compensation.   

DUTIES AND RESPONSIBILITIES:

 The functions listed below are those that represent the majority of the time spent working in this position. Management may assign additional functions related to the type of work of the position as necessary.

• Serves as the lead Analyst of the Classification and Compensation division to ensure processes and procedures are followed.
• Prepares and maintains job descriptions for positions in the organization; ensures descriptions accurately reflect the work being performed by incumbents.
• Evaluates jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.
• Prepares and maintains job classifications and salary pay bands.
• Interviews and surveys employees and managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job.
• Manages annual review of salary surveys for key positions.
• Oversees the benchmarking of jobs against survey data and other market intelligence to determine competitive compensation salaries.
• Manages the HRIS SAP organization management and cost center structures.
• Coordinates with and assists Departments with reclassification and salary review requests. 
• Coordinates with and assist with critical pay related updates and changes.
• Works with payroll regarding compensation processes as needed.
• Serves as a SME and process improvement lead for compensation processes and procedures. 
• Prepares and leads training on Classification processes and procedures.
• Assists and advises department directors, supervisors, managers on compensations questions and issues.
• Assisting in overseeing the daily workflow of classification and compensation functions and may assign or review the work of other analysts or support staff.
• Serves as the primary point of contact for escalated classification and compensation matters.
• Provides technical guidance and mentoring to junior analysts and HR team members.
• Assists the HR Manager in setting priorities and monitoring progress on division initiatives.
• Assists the HR Manager with processing time sensitive and confidential information.
• Leads special projects related to compensation reform, internal equity, or organizational restructuring.
• Analyzes complex compensation data and presents findings to HR leadership and County administration to support strategic decision-making.
• Develops dashboards, metrics, and reports to monitor pay equity, market competitiveness, and compliance trends.
• Reviews and validates position control and salary budget information in coordination with Budget and Finance.
• Recommends updates and drafts policies and standard operating procedures for classification and compensation practices.
• Ensures compliance with federal, state, and local wage and hour laws (FLSA), EEOC guidelines, and internal pay policies.
• Leads internal audits of job classification and compensation records to ensure accuracy and regulatory compliance.
• Performs related tasks as required.

KNOWLEDGE, SKILLS AND ABILITIES:

• Knowledge of Human Resources Information Systems regarding pay and organizational structure.
• Excellent written and verbal communication skills.
• Detailed knowledge of Fair Labor Standards Act (FLSA) and labor law regulations.
• Ability to establish and maintain effective working relationships stakeholders, employees and the general public.
• Ability to analyze data and present recommendations effectively in oral or written form
• Knowledge of Human Resources Information Systems
• Knowledge of research and data analysis
• Detailed knowledge of information technology and computer-based applications to human resource functions
• Must have excellent written and verbal communication skills
• Must have a team-oriented mindset and works well with other employees to address data issues
• Must have strong organization skills 
• Ability to analyze facts and present recommendations effectively in oral or written form

MINIMUM REQUIREMENTS:

Requires a Bachelor's Degree in Personnel Administration, Human Resources Management or related field supplemented by four (4) years of experience in public personnel administration; or an equivalent combination of education, training and experience that provides the required knowledge, skills and abilities.

PREFERRED:

• Two years of detailed experience in Classification and Compensation.
• Experience in supporting a compensation study and implementing changes 
• Detailed experience with Excel and familiar with PowerBi

AMERICANS WITH DISABILITIES ACT COMPLIANCE:

Durham County is an Equal Opportunity Employer. ADA requires Durham County to provide reasonable accommodations to qualified persons with disabilities. Prospective and current employees are encouraged to discuss ADA accommodations with management.