Classification Compensation Analyst III
Print (https://www.governmentjobs.com/careers/detroit/jobs/newprint/4924369)
Apply
?
Classification Compensation Analyst III
Salary
$76,394.00 - $94,881.00 Annually
Location
Coleman A Young Municipal Center, MI
Job Type
Certified-Regular Civil Service
Job Number
20240413114003HRJS
Department
Human Resources Dept
Division
Classification & Compensa
Opening Date
04/30/2025
Bargaining Unit
9000-Non Union Salary Regular Service General
Description
Benefits
Questions
Description
Be a Part of the City You Love!
From the rich history that is full of firsts and great innovation, to the unique culture, to the extraordinary experiences - there are countless reasons to love Detroit. The City of Detroit employs over 8,000 employees committed to serving the residents and businesses of Detroit. Our employees make a real difference with the work they do every day and have a hand in shaping the future of the city.
Join us at the City of Detroit to discover the excitement and rewards of working for a vibrant city and enjoy the satisfaction of doing work that helps make Detroit a great place to live, work, and play. The excitement of being located downtown Detroit adds an extra element to the atmosphere for going to work. The City Of Detroit offers staff many opportunities to help drive positive social impacts in our communities all while servicing the citizens. The rebuilding & rebirth of Detroit is happening now!
Who We Are
Classification and Compensation is responsible for providing classification and compensation services, which include but are not limited to, job analyses, organizational design, compensation analysis, maintenance of the classification system, salary equity reviews, and creating/revising position descriptions.
Position Summary
The Classification and Compensation Analyst III is the senior technical level of this series and reports to the Chief of Classification and Compensation. The incumbent researches and analyzes position descriptions for classification and compensation, evaluates Fair Labor Standards Act (FLSA) status implications and legal applications and reviews employee coding if and when applicable. They perform benchmarking regarding compensation and classification of positions both internally and externally. The position also compiles salary information for salary surveys and consults with departments on salary planning, compensation practices, promotions, waivers, and issues related to pay application and policy adherence. The Classification and Compensation Analyst III often performs duties that have City-wide impact and involves working with a wide variety of individuals and groups with different needs/concerns.
Examples of Duties
Assist in the design, administration, and continuous improvement of municipal compensation programs, processes, and tools.
Participate in compensation surveys and analyze survey results to benchmark positions, identify market trends and make sound compensation decisions.
Lead and administer merit planning activities throughout the fiscal year.
Counsel and advise managers, supervisors and employees for competitive hiring and to ensure adherence to Classification and Compensation policies, procedures, and practices.
Utilize market data and internal comparables to assist in the revision, development, and maintenance of municipal salary structures and ranges.
Establish and maintain relationships with internal and external key stakeholders that include, but are not limited to: Human Resource leaders and individual contributors, departments and divisions, and industry contacts.
Extract, analyze, and maintain compensation data in HRIS software.
Evaluate existing programs, procedures, policies, and systems to support continuous improvement initiatives and develop new and innovative solutions to identified problems.
Support management and administrative staff who formulate and effectuate management policies during collective bargaining.
Conduct job evaluations and analyses to determine appropriate job and pay levels and FLSA classification.
Assist in the development of moderate to complex compensation reports, metrics and tools.
Develop and manage project, communication, and training plans to support the creation and implementation of compensation programs and processes.
Interface with other Human Resources functions (i.e. HRIS, Recruitment, Employee Services) to ensure accurate compensation data is entered and updated in HRIS.
Develop and revise job descriptions, job titles, and job codes.
Perform other duties as assigned.
Minimum Qualifications
What you need to bring:
Bachelor's degree in Business, Human Resources, or related field.
Minimum 3-4 years experience in Compensation required.
Working knowledge of Fair Labor Standards Act (FLSA)
We prefer you also bring:
Certified Compensation Professional (CCP) designation
Advanced knowledge of compensation analysis and job evaluation techniques
Strong Excel skills and experience with the Microsoft Office Suite (i.e. Outlook, PowerPoint, Access, etc.)
Demonstrated ability to communicate complex compensation concepts to employees at all levels
Strong strategic, analytic, problem-solving and organizational skills
Experience managing large and complex compensation projects
Experience with salary structure development and maintenance
Experience extracting and maintaining compensation data in HRIS systems (e.g. UltiPro, Workday, Oracle, ADP, Ceridian, etc.
Licenses and Certifications
- May be required to periodically participate in continuing education opportunities in related professional development categories.
Equivalency
Equivalent combinations of education and experience may be substituted to meet the education and experience requirement of this position.
Candidates who do not meet all of the minimum qualifications may be reviewed for lower-level vacancies.
Supplemental Information
Evaluation Plan
Interview: 50%
Work Sample: 20%
Evaluation of Training, Experience & Personal Qualifications: 30%
Total of Interview and Evaluation T.E.P: 100%
Additional points may be awarded for:
Veteran Points: 0 - 15 points
Detroit Residency Credit: 15 points
LRD: 04/21/2025
EMPLOYMENT BENEFITS
The City of Detroit offers a competitive and comprehensive employee benefit package. We pride ourselves on the longevity of our employees. Part of the reason for the low turnover rate is the exceptional benefit package listed below. Benefits include, but are not limited to the following:
HEALTH
INSURANCE
Life Insurance - Optional group insurance available to employee and their family. The City pays 60% of premium for first $12,500 of employee life insurance. Employee may purchase, at own expense, life insurance for spouse and each dependent.
Long-Term Disability Insurance (Income Protection Plan) - The City offers disability insurance through payroll deductions for persons who become disabled and who are not yet eligible for a service retirement.
PAID TIME OFF
Sick Leave
Vacation
Holidays
OTHER LEAVE BENEFITS
The City also has the following paid and unpaid leaves; funeral leave, Family and Medical Leave, jury duty, military duty leave, unpaid personal leave,
RETIREMENT BENEFITS
City Employees Retirement System
As a regular City employee you automatically become a member of the General Retirement System. This entitles you to a retirement allowance after:
Completion of thirty (30) years of service;
At age sixty (60) if you have at least ten (10) years of service, or
At age sixty-five (65) with eight (8) years of service.
In the event of disability, other eligibility rules apply);
An early, actuarially reduced, retirem
