Compensation Analyst jobs in New Mexico

Education and Experience:

• Bachelor’s Degree in Human Resources, Business Administration, Public Administration or related field from an accredited institution and five years’ professional experience in human resources, one year of which must be in classification and compensation analysis OR an equivalent combination of education and experience preferably in a public sector environment. 
• PHR, IPMA-CP or Certified Compensation Professional (CCP) or similar certification is highly desirable.

Required Licenses or Certifications:

• Valid New Mexico driver’s license or ability to obtain a valid New Mexico driver’s license within 30 days of hire.

• Must maintain a valid New Mexico driver’s license.
• May be required to obtain a job-related certification within a specified period of time after hire.

• Monitors the County’s classification and pay practices to ensure consistency and equity across the organization; may advise divisions on pay practices, reorganization, staffing and job reassignments; reviews and recommends salary placements for new hires, promotions and transfers.
• Coordinates and/or conducts salary surveys and makes recommendations for the adjustment of salary ranges to reflect labor market conditions, turnover and retention issues; provides cost analysis for salary adjustments for individual positions and during the budget cycle for County-wide compensation adjustments; provides salary and job information to outside organizations. 
• Develops, reviews and updates job descriptions in coordination with County divisions; creates and maintains archives and ensures proper document management of job descriptions, position analysis questionnaires and related documents; enters and maintains related HR data in designated systems.
• Reviews new positions in anticipation of recruitment to ensure appropriate classification; modifies and creates new job descriptions which accurately reflect current roles, responsibilities and requirements as necessary; works within HR systems and procedures, ensures all aspects of job creation are addressed in a timely manner i.e. posting of new and revised descriptions, etc.
• Uses published, or conducts ad hoc surveys, to obtain and analyze market pay rates; makes recommendations on appropriate pay grade level; reviews recommendations for internal equity in accordance with Sandoval County salary administration guidelines; prepares reports on findings and handles administrative steps to formalize recommendations.
• Reviews employees’ requests for classification review; reviews position analysis questionnaires (PAQs), confers with managers and employees, evaluates jobs, performs desk audits, and prepares written reports on findings; communicates with Director regarding the result of compensation reviews.
• Assists in the process and maintenance of employee performance evaluations; coordinates, communicates and tracks the completion of probationary and annual performance reviews within designated system.   
• Researches issues related to compensation to provide information for resolution in consideration of contract provisions, historical practices, similar situations, etc.
• Develops and documents procedures to streamline processes and ensures compliance with regulatory requirements; provides analytical support and data analysis on projects and human resource metrics as assigned; provides data input to annual salary surveys.
• May serve on various committees as assigned; stays abreast of new trends and innovations in the human resources field; maintains awareness of federal, state and local regulations and impact of changes on the county; may work on or lead special projects or participate as a member of other teams.
• May be assigned to assist in other human resources functions such as recruitment, selection, or employee benefits. 
• Performs other job-related duties as assigned.