Position Summary

The Classification and Compensation Analyst supports the Office of Human Resources’ (OHR) role by performing professional-level work in job classification, compensation analysis, salary administration, and organizational structure support. This role safeguards internal equity, compliance with statewide HR policies. The specialist provides analytical support, consultative guidance, and technical support to HR leadership, field HR teams, and agency hiring managers.

Primary Duties and Responsibilities

Classification & Job Evaluation

·       Conduct job analyses, evaluate duties, and determine appropriate job classifications in accordance with State of Georgia job specifications and DBHDD policy.

·       Review and process reallocations, job code changes, position updates, salary changes, etc., ensuring accuracy and compliance with statewide classification standards.

·       Develop and maintain position descriptions that accurately reflect assigned duties and organizational structure.

·       Guide HR partners and managers on classification criteria, job levels, and related matters.

Compensation Analysis & Salary Administration

·       Conduct salary reviews, including internal equity assessments and pay compression analyses.

·       Evaluate and process salary actions such as promotions, demotions, reclassifications, special adjustments, and new hire salary recommendations.

·       Analyze compensation data to ensure alignment with State Personnel Board Rules, DBHDD compensation policies, and budgetary constraints.

·       Support the implementation and administration of DBHDD’s criteria-based salary programs (e.g., special adjustments).

Data Management & Reporting

·       Prepare compensation reports, and data summaries.

·       Maintain accurate position and salary data in HR systems; ensure consistency across Georgia@Work (Workday), PeopleSoft or related Human Capital Management platforms.

·       Audit staff compensation and classification data for accuracy, compliance, and policy alignment.

Consultation & Customer Support

·       Provide consultative support to HR Business Partners, field HR teams, and hiring managers regarding compensation decisions and classification requirements.

·       Respond to inquiries related to salary structure, job classifications, and compensation policy interpretation.

Policy Compliance & Process Improvement

·       Ensure compensation and classification actions comply with State Personnel Board Rules, DBHDD policies, and statewide HR regulations.

·       Recommend process improvements to enhance efficiency, consistency, and accuracy in compensation workflows.

·       Participate in compensation projects, salary studies, and statewide HR initiatives as assigned.

Minimum Qualifications

High school diploma/GED and five (5) years of experience performing human resources job-related functions; or one (1) year of experience required at the lower-level HR Analyst 2 (HRP051) or position equivalent.

Note: An equivalent combination of knowledge, education, job or intern experience, training, or certifications that provides the necessary knowledge and skills to successfully perform the job at the level listed may be substituted year-over-year.                        

Preferred Qualifications

·       Experience working in a public sector HR environment.

·       Knowledge of Workday (Georgia@Work), PeopleSoft, and salary administration processes.

·       Analytical skills, including proficiency with Excel and data analysis.

·       Ability to interpret HR policies, job specifications, and compensation guidelines.