Key Responsibilities and Required Skills for Job Analyst
💰 $60,000 - $110,000
Human ResourcesWorkforce PlanningAnalytics
🎯 Role Definition
A Job Analyst is a human resources and workforce planning professional responsible for analyzing, documenting, and evaluating job roles across an organization. This role supports fair pay practices, job classification, organizational design, and regulatory compliance by producing accurate job descriptions, competency frameworks, and role evaluations aligned with business strategy and labor standards.
📈 Career Progression
Typical Career Path
Entry Point From:
- HR Analyst
- Compensation or HR Operations Specialist
- Workforce Planning Coordinator
Advancement To:
- Senior Job Analyst
- Compensation and Classification Manager
- HR Business Partner or Workforce Strategy Lead
Lateral Moves:
- Compensation Analyst
- Organizational Development Specialist
Core Responsibilities
Primary Functions
- Conduct comprehensive job analyses to document duties, responsibilities, required competencies, and working conditions across organizational roles.
- Develop, review, and maintain accurate job descriptions aligned with organizational structure and business needs.
- Evaluate job roles using point-factor, market-based, or competency-based job evaluation methodologies.
- Support job classification and reclassification processes in compliance with internal policies and external regulations.
- Perform compensation benchmarking and market pricing using salary surveys and labor market data.
- Analyze internal equity and pay structures to support fair and competitive compensation programs.
- Partner with HR, legal, and management teams to ensure compliance with labor laws, FLSA, and pay equity requirements.
- Collect and analyze workforce data to identify trends, gaps, and opportunities for role optimization.
- Support organizational design initiatives, including role alignment, span of control analysis, and workforce modeling.
- Provide analytical support for new role creation, restructuring, and job redesign initiatives.
- Prepare detailed reports, presentations, and recommendations for leadership and HR stakeholders.
- Conduct interviews, questionnaires, and workshops with employees and managers to gather job-related data.
- Review and assess job content changes resulting from technology, process improvements, or organizational growth.
- Maintain job architecture frameworks, career paths, and competency models.
- Collaborate with compensation teams to support incentive plans, salary ranges, and pay structures.
- Ensure consistency and standardization of job documentation across departments and business units.
- Respond to internal inquiries related to job scope, classification, and compensation practices.
- Support audits, compliance reviews, and regulatory reporting requirements.
- Utilize HRIS and analytics tools to manage job data and reporting processes.
- Stay current with labor market trends, compensation practices, and job analysis methodologies.
Secondary Functions
- Support ad-hoc data requests and exploratory workforce analysis.
- Contribute to the organization’s workforce planning and job architecture strategy.
- Collaborate with business units to translate operational needs into role definitions and job requirements.
- Participate in project planning meetings and cross-functional HR initiatives.
Required Skills & Competencies
Hard Skills (Technical)
- Job analysis and evaluation methodologies
- Compensation benchmarking and market pricing
- Workforce analytics and reporting
- HRIS and job architecture systems
- Labor law and FLSA compliance
- Data analysis and statistical interpretation
- Job classification and grading frameworks
- Survey data analysis
- Documentation and technical writing
- Excel and HR analytics tools
Soft Skills
- Analytical and critical thinking
- Strong attention to detail
- Clear written and verbal communication
- Stakeholder collaboration and consultation
- Problem-solving and judgment
- Confidentiality and ethical judgment
- Time management and prioritization
- Adaptability in changing environments
Education & Experience
Educational Background
Minimum Education:
Bachelor’s degree in human resources, business administration, or a related field
Preferred Education:
Master’s degree in human resources, organizational psychology, or business analytics
Relevant Fields of Study:
- Human Resources Management
- Business Administration or Analytics
Experience Requirements
Typical Experience Range:
2–6 years of experience in job analysis, compensation, or HR analytics
Preferred:
Experience in large or complex organizations with formal job classification and compensation structures