DESCRIPTION

Reporting to the Executive Director of Human Resources, the Human Resources Analyst II, Classification and Compensation Analyst II plays a key role in developing and implementing compensation and classification strategies, policies, programs, and initiatives. This position oversees compensation plans, classification reviews, desk audits, and position description evaluations to ensure equitable and compliant practices. Additionally, the Analyst conducts salary research and trend analysis to support data-driven decision-making. As a subject matter expert in classification and compensation, the Analyst II provides guidance, training, and strategic support to HCPSS employees and leadership on best practices for effective classification and compensation systems.

HCPSS is actively building and refining the foundational components of its classification and compensation program, making this an exciting opportunity for a professional who is energized by continuous improvement and wants to help shape and modernize these critical HR functions.

MINIMUM QUALIFICATIONS

A combination of education and experience may be considered.

Education

Bachelor’s degree from an accredited college or university.

Experience

Four (4) years of professional human resources experience, which includes at least two (2) years of experience in classification and/or compensation.

PREFERRED QUALIFICATIONS

Bachelor’s degree from an accredited college or university in Human Resources, Business Administration, Finance, or a related field.
Experience with classification and compensation in a PreK-12 or other educational environment.
Experience utilizing Workday or a similar Human Capital Management System in classification and compensation.
Proficiency with Microsoft Excel advanced functions such as VLOOKUP and pivot tables.

ESSENTIAL POSITION RESPONSIBILITIES

The below list is a summary of the functions of the job, not an exhaustive or comprehensive list of all possible job responsibilities, tasks, and duties.

Classification & Job Evaluation

Conducts job evaluations, classification reviews, and desk audits to ensure role alignment and internal equity.
Develops and maintains job descriptions, ensuring they accurately reflect responsibilities, qualifications, and organizational structure.
Makes recommendations, including job analysis, job description review, and pay grade classification.

Compensation & Salary Administration

Conducts salary market research and benchmarking to maintain competitive and equitable compensation structures.
Analyzes compensation trends, salary surveys, and workforce data to make informed recommendations.
Administers pay structures, salary adjustments, and incentive programs in alignment with collective bargaining agreements.
Ensures compliance with FLSA, EEOC, and other applicable regulations related to compensation.

Policy Development & Training

Collaborates with department leaders to assess job roles and make recommendations for appropriate job classifications and salary grades.
Acts as an advisor to leadership and HR teams, providing guidance on compensation best practices.
Facilitates training sessions and workshops on job classification, compensation structures, and pay practices.
Assists in the development and implementation of classification and compensation policies, guidelines, and procedures.
Develops and documents standard operating procedures for classification and compensation.

Additional Duties

Processes pay changes in Workday and ensures payment of all negotiated stipends, differentials, and compensatory stipends.
Serves on committees and/or advisory groups related to classification and compensation issues.

ESSENTIAL KNOWLEDGE, SKILLS, AND ABILITIES

The below list is a summary of the knowledge, skills, and abilities required for success in this position, not an exhaustive or comprehensive list.

Strong knowledge of compensation principles, job evaluation methods, and salary structures.
Proficiency in HRIS systems, salary survey tools, and MS Excel.
Familiarity with FLSA, EEO, and other employment laws related to compensation.
Excellent analytical, communication, and problem-solving skills.

ADDITIONAL REQUIREMENTS

Working Hours

The duty day for this position is eight hours including a one-hour duty-free lunch.

APPLICATION REQUIREMENTS

Complete applications must be submitted, and once your application has been submitted, you will not be able to add documentation or make any changes. Incomplete applications will not be accepted. Resumes will not be accepted in lieu of a completed application.

Supplemental Application Questions

This position requires applicants to provide responses to the supplemental application questions below to determine whether you meet the minimum and preferred qualifications. Please upload your responses in a separate file to the supplemental application questions section of the application.

1) Please describe your experience with classification and compensation, including any in a PreK-12 or another educational environment. Include in your response the size of the school or school system (e.g., number of employees) in which you gained this experience as well as any experience interpreting collective bargaining agreements and applying them to your work.

2) Please describe any experience you possess developing compensation policies and procedures. Please identify the position(s) in which you gained this experience and share more about your role in the development and implementation process.

3) Please describe any experience you possess utilizing Workday or a similar Human Capital Management System. Provide up to two examples that highlight how you utilized the system in your classification and compensation work and your proficiency with functions such as pay changes or reporting.

4) Please describe your proficiency utilizing tools like Microsoft Excel for compensation analysis. Provide up to two examples of how you have used pivot tables, VLOOKUP or other functions/formulas in your work.

SELECTION CRITERIA

Applicants who meet the minimum qualifications will be included in further evaluation. Interviews will be limited to those applicants who, in addition to meeting the basic requirements, have experience and education which most closely match the position qualifications and the needs of the school system.

Applicants may be required to complete a skills assessment prior to or during the interview process.

EMPLOYMENT INFORMATION

Compensation

This is a 12-month per year position in the Howard County Education Association, Educational Support Professionals (HCEA-ESP) employee unit. The current salary range for this position is Grade 26 on the Technical Central Office and School Based salary scale, $99,630 - $150,131. Step placement will be in accordance with the salary procedures of the Howard County Public School System and the HCEA-ESP Master Agreement which considers relevant prior experience. Under the Fair Labor Standards Act, this position is exempt from overtime.

Telework Program

Under the HCPSS Telework Program, this position is eligible for hybrid work. Telework schedules will be determined by the department and/or supervisor. Telework during the probationary period will be subject to approval and based on the needs of the department and the school system.

Retirement

Membership in the Maryland State Retirement Agency (MSRA) pension plan is a mandatory condition of employment for all employees who meet the eligibility and membership criteria defined in the State Personnel and Pensions Article and the Code of Maryland Regulations (COMAR). A qualifying employee cannot reject membership, nor can an ineligible employee elect membership. The annual contribution to the pension plan will be 7% of an employee’s annual salary.

Benefits

HCPSS offers a comprehensive benefits package for eligible employees. Information about additional benefits such as paid time off can be found in the negotiated agreement for employees in this bargaining unit.

Pre-Employment Requirements

Professional references will be contacted prior to any offer of employment. Recommended candidates will be required to provide references from current and recent supervisors.

All employees, regular and temporary, must be fingerprinted, have a criminal background investigation completed, and successfully complete the Maryland Employment History Review, pursuant to Section 6-113.2 of the Education Article, Annotated Code of Maryland. In addition, some positions will require completion of a physical examination and/or drug testing.

Anyone offered employment is required to provide proper identification and documentation of eligibility for employment in the United States. HCPSS participates in E-Verify and does not offer employee sponsorship.

For questions regarding this posting, please contact Philip Wentt at philip_wentt@hcpss.org.

Howard County Public School System jobs

Analyst II, Human Resources, Classification and Compensation

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