Classification & Compensation Analyst

GENERAL JOB SUMMARY:

The Classification & Compensation Analyst is a senior-level individual contributor and
analytical professional responsible for shaping, analyzing, and maintaining classification and compensation programs that are
compliant, internally equitable, and market-informed. This role uses statistical analysis, compensation platforms, and sound
professional judgment to support compensation decisions and classification integrity.

The analyst chairs the Job Classification
Committee and serves as a liaison to institutional HR leaders and other stakeholders, influencing and advising on compensation strategy
and classification standards without direct supervisory responsibility. The position supports broader HR initiatives and willingly
assists other areas of the HR team as needed. This position plays a key role in ensuring fair, competitive, and compliant compensation
practices that support employee recruitment, retention, and engagement across the system.

Classification: Full-Time,
Exempt, Non-Classified, Benefits-Eligible

JOB DUTIES AND RESPONSIBILITIES:

Compensation & Classification
(50%)

• Conduct market pricing and benchmarking using compensation platforms; develop and recommend salary structures
  and pay ranges.
• Perform job analyses and maintain accurate, up-to-date classification specifications, master job
  specifications, classification standards, and career ladders.
• Lead/chair the Job Classification Committee and facilitate position
  reviews and classification discussions.
• Apply statistical analysis such as regression, market comparisons, and pay equity
  analysis to assess pay alignment and classification consistency.
• Ensure compensation programs comply with FLSA, WV Code, and other
  applicable laws and regulations.
• Collaborate with institutional HR contacts to provide classification guidance and support.

Compliance, Reporting & Process Improvement (25%)

• Generate, run, and analyze
  compensation-related reports; ensure accurate and timely system data entry across HR systems.
• Conduct internal equity
  reviews and support audits, compliance reviews, and external reporting requests or inquiries.
• Identify, recommend, and implement
  improvements to classification processes, workflows, and documentation.
• Maintain clear, consistent, defensible, and
  audit-ready compensation records.

Strategic Collaboration & Institutional Partnership (25%)

• Advise senior leadership, such as the Vice Chancellor, on compensation strategy and classification matters.
• Serve as a
  primary liaison to institutional HR partners on classification and compensation matters.
• Partner with HR Systems to ensure
  data structures support accurate analysis and reporting.
• Coordinate with Total Rewards and Operations to align compensation
  with broader rewards, engagement, and benefits strategies.
• Contribute analytical insight and subject matter expertise to
  cross-functional initiatives and projects.
• Provide excellent consulting service to internal stakeholders.
• Support the
  broader HR team and assist with other HR projects or priorities as needed.

REQUIRED KNOWLEDGE, SKILLS,
AND ABILITIES:

Knowledge

• Compensation theory and salary structure design
• Job
  evaluation methodologies and market pricing
• Wage and hour laws and pay equity concepts

Skills

• Advanced data analysis and compensation benchmarking
• Job analysis and documentation
• Facilitation and
  technical communication

Abilities

• Apply sound judgment and maintain confidentiality
• Balance
  internal equity with market competitiveness
• Work independently and manage multiple initiatives with grit and coachability
• Intellectual curiosity with a proven ability to navigate ambiguity, overcome roadblocks, and close gaps in knowledge or
  resources

MINIMUM EDUCATION AND EXPERIENCE:

Required Qualifications

• Bachelor’s degree.
• Minimum five (5) years of HR experience, including at least three (3) years in classification and
  compensation.
• Demonstrated experience with statistical analysis and compensation modeling (e.g., regression, market
  analysis, pay equity).
• Experience with compensation platforms.
• Working knowledge of federal and state wage and hour
  laws, including FLSA.
• Advanced proficiency in Microsoft 365, particularly Excel for modeling and reporting.
• Strong analytical and problem-solving skills with the ability to work independently, drive process improvements, and influence through
  expertise.
• Ability to manage multiple priorities and projects in a fast-paced environment.
• Ability to work
  effectively in both remote and in-person environments.
• Excellent consulting, communication, and stakeholder management
  skills.

Preferred Qualifications

• Certified Compensation Professional (CCP) designation.
• Experience in public-sector or higher education compensation environments.
• Experience with wvOASIS or similar HRIS
  platforms.
• Experience with job evaluation systems or classification frameworks.

Supplemental Information

Closing Date: July 6, 2026

Application Requirements:

To be considered for this position,
applicants must submit the following:

1. Resume – A current resume outlining your education, work history, and relevant
experience.

2. Screening Questions – Complete all screening questions in the application system.

3. Letter of
Interest– Submit a letter of interest that details your classification and compensation experience. In your letter, address the
following:

• What types of classification and compensation work have you performed?
• What compensation
  platforms, tools, or methodologies have you used?
• How have you contributed to salary structure development, job analysis, pay
  equity, or compliance efforts?
• What results or improvements have you achieved in this area?

This letter will
serve as a primary tool for evaluating your qualifications. A traditional cover letter is not required. Instead, we want to understand
your relevant experience in your own words.

Final candidates are subject to employment and credential verification, as well as
reference and background checks.

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