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Key Responsibilities and Required Skills for a Job Analyst Assistant

💰 $55,000 - $75,000

Human ResourcesData AnalysisCompensation & Benefits

🎯 Role Definition

The Job Analyst Assistant is a critical support role within the Human Resources function, specifically focused on compensation and job architecture. Think of this person as the architect's trusted apprentice; they help ensure the organizational blueprint is sound, logical, and fair. You'll be the backbone of our efforts to attract and retain top talent by helping us define roles clearly and compensate our people competitively. This position is perfect for a detail-oriented and analytical individual who loves finding the story behind the data and wants to build a career in the strategic side of HR.

📈 Career Progression

We see this role as a fantastic launchpad for a career in strategic Human Resources. You'll gain a deep, foundational understanding of how an organization is built and how its people are valued.

Typical Career Path

Entry Point From:

  • HR Coordinator / HR Assistant
  • Recruiting Coordinator
  • Recent graduate with a degree in HR, Finance, or Business Analytics

Advancement To:

  • Job Analyst / Compensation Analyst
  • Senior Compensation Analyst
  • HR Business Partner (with a strong data focus)

Lateral Moves:

  • HRIS Analyst
  • People Analytics Specialist

Core Responsibilities

Your day-to-day will be a blend of deep analytical work, collaboration, and meticulous record-keeping. You'll be at the center of ensuring our job structures and pay practices are world-class.

Primary Functions

  • Assist senior analysts in conducting comprehensive job evaluations to determine the relative worth and correct placement of jobs within our internal structure.
  • Participate in and help complete third-party compensation surveys by matching company jobs to survey jobs and submitting demographic and salary data.
  • Support the analysis of salary survey results to benchmark company salaries against the external market, identifying any gaps and recommending adjustments.
  • Collaborate with Talent Acquisition and HR Business Partners to draft, review, and refine accurate job descriptions that meet business needs and legal requirements.
  • Help maintain the integrity of our job architecture and position management systems within the Human Resources Information System (HRIS), such as Workday or SuccessFactors.
  • Conduct foundational internal equity analyses to ensure fair and consistent pay practices across similar roles, levels, and demographics.
  • Provide analytical support during the annual compensation review cycle, including merit increase, bonus, and equity planning processes.
  • Audit job-related data, such as job codes, titles, and FLSA classifications, for accuracy and consistency across all HR platforms.
  • Research and gather data on compensation trends, new regulations (like pay transparency laws), and best practices to inform strategic decisions.
  • Create and prepare reports, charts, and presentations on compensation and job analysis metrics for HR leadership and business managers.
  • Respond to initial queries from HR partners regarding job classifications, salary ranges, and compensation policies, escalating complex issues as needed.
  • Perform regular updates to salary structures and range documentation, ensuring they are current and accessible to relevant stakeholders.
  • Assist in the development and documentation of compensation program guidelines, procedures, and training materials for managers and HR teams.
  • Analyze requirements for new or revised jobs and prepare preliminary recommendations for grade level, title, and salary range.
  • Support the administration of various compensation programs, such as sales incentive plans, spot bonuses, or recognition awards.
  • Partner with the HRIS team to test and validate system configurations related to jobs, compensation, and organizational structures.
  • Help ensure compliance with federal, state, and local compensation laws and regulations, such as the Fair Labor Standards Act (FLSA).
  • Create and maintain a centralized library of job descriptions, ensuring they are up-to-date and easily accessible.
  • Support ad-hoc projects and data analysis requests from the compensation team and other HR functions as they arise.
  • Develop a strong understanding of the business and its various functions to provide contextually relevant job analysis and compensation support.

Secondary Functions

  • Support ad-hoc data requests and exploratory data analysis to uncover workforce trends.
  • Contribute to the continuous improvement of compensation processes by identifying opportunities for automation and efficiency.
  • Collaborate with People Analytics and HRIS teams to translate data needs into engineering requirements for new reports or dashboards.
  • Participate in sprint planning and agile ceremonies if the compensation team operates within an agile framework.

Required Skills & Competencies

To thrive in this role, you'll need a unique blend of technical prowess and interpersonal finesse.

Hard Skills (Technical)

  • Advanced Microsoft Excel: You must be a wizard with PivotTables, VLOOKUP/XLOOKUP, complex formulas, and data modeling.
  • HRIS Proficiency: Experience with or ability to quickly learn systems like Workday, SAP SuccessFactors, or Oracle HCM.
  • Data Analysis: Foundational ability to collect, clean, analyze, and interpret quantitative and qualitative data.
  • Market Pricing Software: Familiarity with tools like Payfactors, MarketPay, or Willis Towers Watson Data Services is a huge plus.
  • Presentation Skills: Proficiency in PowerPoint or Google Slides to build clear, concise, and visually compelling presentations that tell a story with data.
  • Statistical Acumen: Basic understanding of statistical concepts like mean, median, percentiles, and regression.
  • Database Fundamentals: A basic understanding of SQL or other query languages is highly desirable.
  • Survey Participation: Experience with the process of submitting data for compensation surveys.
  • Reporting & Visualization: Ability to create reports and simple dashboards using tools like Tableau, Power BI, or built-in HRIS reporting.
  • Compensation Principles: Knowledge of job evaluation methodologies (e.g., Hay, Mercer) and core compensation concepts.

Soft Skills

  • Meticulous Attention to Detail: The ability to spot a single incorrect data point in a sea of numbers is paramount.
  • Analytical Mindset: A natural curiosity and desire to understand the "why" behind the data.
  • Discretion and Confidentiality: You will be handling highly sensitive employee and company information.
  • Strong Communication: Ability to explain complex data and concepts simply and clearly, both in writing and verbally.
  • Problem-Solving: Proactively identifying issues and thoughtfully recommending solutions.
  • Collaboration & Teamwork: Working effectively with colleagues across HR and the broader business.
  • Organizational Skills: Juggling multiple projects and deadlines without letting anything slip through the cracks.
  • Adaptability: Thriving in a role where priorities can shift based on business needs.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's Degree

Preferred Education:

  • Bachelor's Degree in a relevant field and/or a compensation-related certification (e.g., CCP - Certified Compensation Professional).

Relevant Fields of Study:

  • Human Resources
  • Business Administration
  • Finance / Economics
  • Industrial-Organizational Psychology
  • Statistics or Data Analytics

Experience Requirements

Typical Experience Range: 0-3 years of experience in an analytical or coordination role.

Preferred: Prior internship or 1-2 years of experience in an HR, finance, or data analysis role is highly valued. Direct experience in a compensation or people analytics team is a significant advantage.

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