Compensation Analyst 3

When staff join the Ohio State Office of Human Resources, they become part of one of Americas most comprehensive universities, one of Ohios largest employers and an exceptional team of professionals who provide proactive Human Resources services and solutions. Human Resources creates an environment that inspires pride, diversity, and accountability, while also engaging faculty and staff to focus on the core mission of The Ohio State University.

The Compensation Center of Expertise team fosters an environment of collaboration, professional development, and innovation. Work alongside our cutting-edge compensation team while obtaining your CCP certification. We offer opportunities for growth, including the opportunity to build a project management skillset while working on projects that span university wide.

The Senior Compensation Analyst (S3) assists in the development, evaluation, documentation, and implementation of job architecture, pay range structures and compensation programs for staff positions across the university. Ohio State maintains a comprehensive job family model and pay structure. This role is considered a consultative partner in compensation principles and solutions. The Senior Compensation Analyst may assist in training new members of the Compensation team or other HR staff and leaders. The successful candidate will possess excellent analytical, negotiation, and verbal/written communication skills. This position is vital to the continued enhancements of the Compensation program, as we focus on fostering equitable and consistent compensation practices.

Under general guidance from the Director and Associate Director, the Senior Compensation Analyst will handle some complex client groups, which may include union contracts, and will also assist with:

• Consulting on organizational structures/restructures
• Classifying & determining pay grade levels based on market and/or internal equity.
• Evaluating external salary surveys and ensuring appropriate job matches.
• Analyzing market data to determine external competitiveness of pay ranges and pay practices.
• Modeling to determine impact and cost analysis for recommended changes, and ensuring proper approval processes are followed.
• Consulting with Talent Acquisition and HR Business Partners on pay rates that fall outside of established approval guidelines.
• Serving as a resource to HR Shared Services team