Classification & Compensation Analyst (Re-advertised)

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 20, 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.