Requirements
A Bachelor's degree in Human Resources, Business Administration, Finance, Economics, Statistics, Organizational Psychology, or a related field is required. The role demands relevant experience in compensation and benefits, job evaluation, reward management, HR analytics, or compensation structure analysis. A strong understanding of job architecture, job grading, role classification, and position evaluation principles is essential. Familiarity with established job evaluation frameworks and methodologies, experience reviewing job descriptions, and knowledge of salary structures, pay grades, salary ranges, market pricing, and compensation benchmarking are crucial. Proficiency in Microsoft Excel (advanced formulas, pivot tables, lookup functions) is mandatory, with familiarity with HRIS or compensation management platforms being advantageous. Strong analytical thinking, numerical accuracy, attention to detail, and excellent communication and stakeholder management skills are necessary.
Description
We're Hiring: Job Evaluation Specialist | Compensation Structures AnalystEmployment Type: Full-TimeLevel: Mid-Level to SeniorWe are seeking a detail-oriented and analytical Job Evaluation Specialist | Compensation Structures Analyst to support job architecture, position evaluation, salary structure development, and compensation benchmarking across the organization. This role combines job evaluation methodologies, role classification, salary analysis, pay structure design, and compensation governance to ensure internal equity, external competitiveness, and consistency in reward practices.The successful candidate will collaborate with Human Resources, Talent Acquisition, Finance, department leaders, and senior management to evaluate job responsibilities, maintain accurate job grades, analyze market compensation data, and develop structured recommendations that support workforce planning and organizational effectiveness. The ideal candidate has strong analytical capabilities, a sound understanding of compensation principles, and the ability to translate complex job and salary information into practical recommendations. Key ResponsibilitiesConduct job evaluations to assess role complexity, responsibilities, decision-making authority, required expertise, and organizational impact.Apply established job evaluation methodologies to determine appropriate job grades, levels, and position classifications.Review job descriptions to ensure they accurately reflect role responsibilities, qualifications, reporting relationships, and competency requirements.Analyze new and existing positions to support consistent job grading and alignment with the organization's job architecture.Maintain job families, career levels, job codes, position hierarchies, and classification frameworks.Develop and maintain salary structures, pay grades, salary ranges, minimums, midpoints, and maximums.Conduct compensation benchmarking using reliable market salary surveys and relevant external remuneration data.Analyze salary market positioning to assess competitiveness across job functions, seniority levels, and geographic locations.Review internal pay relationships to identify potential inconsistencies and recommend appropriate adjustments.Evaluate proposed salary changes, promotions, job reclassifications, and new position requests against established compensation guidelines.Support annual compensation reviews, salary planning exercises, and merit increase cycles.Analyze pay distribution, salary range penetration, compa-ratios, and other compensation indicators.Assist with the development of compensation policies, salary administration guidelines, and job evaluation procedures.Collaborate with HR business partners and department managers to clarify job requirements and resolve job grading questions.Prepare job evaluation reports, compensation analysis summaries, and supporting documentation for review and approval.Conduct market pricing analyses for newly created roles and positions with changing responsibilities.Assess the compensation implications of organizational restructuring, role consolidation, and changes in reporting structures.Support career framework development by aligning job families, job levels, competencies, and progression pathways.Review job titles and position descriptions to promote consistency across departments and business units.Maintain accurate job evaluation records, compensation databases, salary structures, and approval histories.Use HRIS and compensation management systems to maintain job grades, salary ranges, and related position information.Partner with Talent Acquisition to provide salary range guidance for recruitment and offer development.Collaborate with Finance to assess compensation budgets, salary adjustment costs, and the financial impact of proposed changes.Support pay equity reviews by analyzing compensation patterns across comparable roles and identifying potential disparities.Assist with the review of pay transparency practices and compensation disclosures in line with applicable requirements.Monitor changes in compensation trends, labor market conditions, industry salary practices, and relevant employment regulations.Evaluate compensation proposals to ensure alignment with internal policies, budget parameters, and established approval processes.Identify opportunities to streamline job evaluation workflows, improve data quality, and strengthen compensation governance.Prepare management presentations and analytical reports to communicate findings, risks, and recommendations.Support internal audits and periodic reviews of job classifications, salary structures, and compensation administration practices.Handle confidential employee, job, and salary information in accordance with data protection and internal confidentiality requirements. RequirementsBachelor's degree in Human Resources, Business Administration, Finance, Economics, Statistics, Organizational Psychology, or a related discipline.Relevant experience in compensation and benefits, job evaluation, reward management, HR analytics, or compensation structure analysis.Strong understanding of job architecture, job grading, role classification, and position evaluation principles.Familiarity with established job evaluation frameworks and methodologies, such as point-factor evaluation or comparable structured approaches.Experience reviewing job descriptions and assessing role responsibilities, complexity, skills, and organizational impact.Knowledge of salary structures, pay grades, salary ranges, market pricing, and compensation benchmarking.Experience analyzing salary survey data and interpreting external market remuneration information.Understanding of internal pay equity, compensation competitiveness, salary progression, and reward governance.Proficiency in Microsoft Excel, including advanced formulas, pivot tables, lookup functions, and compensation data analysis.Familiarity with HRIS, compensation management platforms, or workforce analytics tools is advantageous.Ability to analyze compensation data, identify trends, and prepare evidence-based recommendations.Understanding of salary range penetration, compa-ratio analysis, pay distribution, and related compensation metrics.Knowledge of annual salary review processes, merit increases, promotion adjustments, and compensation budgeting.Familiarity with applicable employment legislation, equal pay principles, and relevant compensation compliance requirements.Ability to interpret organizational structures, reporting relationships, job families, and career progression frameworks.Strong analytical thinking, numerical accuracy, and attention to detail.Excellent written and verbal communication skills for presenting compensation findings to HR and business stakeholders.Ability to explain job evaluation outcomes and salary recommendations clearly and objectively.Strong stakeholder management skills and the ability to work with HR, Finance, Talent Acquisition, and department leadership.Ability to manage multiple evaluation requests, compensation projects, and review deadlines.Experience supporting pay equity assessments, compensation audits, or job architecture projects is preferred.Familiarity with salary survey providers and external compensation benchmarking resources is an advantage.Understanding of workforce planning, organizational design, and position management is beneficial.Ability to maintain confidentiality when handling sensitive employee and remuneration information.Strong documentation skills and a commitment to consistent, transparent, and defensible evaluation practices.Relevant compensation, benefits, or HR professional certifications are advantageous. What We OfferCompetitive salary and comprehensive employee benefits.Opportunities to contribute to job architecture and compensation strategy development.Professional development in job evaluation, reward management, and compensation analytics.Exposure to salary benchmarking, pay equity analysis, and organizational design initiatives.Opportunities to collaborate with HR leaders, Finance professionals, Talent Acquisition teams, and business managers.Access to relevant compensation databases, HRIS platforms, and analytical resources.A professional working environment that values fairness, accuracy, confidentiality, and accountability.Opportunities to improve compensation policies, job grading frameworks, and salary administration processes.Support for relevant compensation, benefits, and human resources certifications.Opportunities to develop expertise in strategic rewards, salary structures, and workforce cost analysis.Career advancement toward Senior Compensation Analyst, Job Architecture Manager, Compensation and Benefits Manager, Total Rewards Manager, or Head of Compensation and Rewards.