Key Responsibilities and Required Skills for Job Analyst Intern

🎯 Role Definition

The Job Analyst Intern is a vital member of our Human Resources team, playing a crucial role at the intersection of data, strategy, and people. This position is not just about numbers; it's about understanding the very DNA of a job—what people do, why it matters, and how it contributes to our overall success. You will be instrumental in ensuring our organization remains competitive, equitable, and structured for growth. By analyzing roles, benchmarking compensation, and maintaining our job architecture, you will provide the critical insights that empower our leaders to make informed talent decisions. This internship is an immersive learning experience designed to build a strong foundation in compensation theory, job evaluation, and HR analytics.

📈 Career Progression

Typical Career Path

Entry Point From:

University Programs (Human Resources, Business, Psychology, Finance)
Data Analytics or HR-focused Bootcamps
Entry-level administrative roles with an analytical focus

Advancement To:

Job Analyst / Compensation Analyst
HR Analyst / People Analytics Specialist
HR Generalist with a focus on Total Rewards

Lateral Moves:

Talent Acquisition Coordinator
HRIS (Human Resources Information Systems) Analyst

Core Responsibilities

Primary Functions

Conducting rigorous market pricing and compensation benchmarking by analyzing external survey data to ensure our pay structures are competitive and equitable.
Crafting and refining comprehensive job descriptions by interviewing subject matter experts and analyzing role responsibilities to ensure accuracy and compliance.
Assisting in the formal job evaluation process, applying established methodologies like point-factor or job classification to determine appropriate job leveling and grading.
Performing detailed analysis of internal compensation data, including salary structures, pay equity, and incentive plans, to identify trends and recommend adjustments.
Gathering and meticulously preparing organizational data for participation in third-party salary and compensation surveys, ensuring accuracy and timeliness.
Providing analytical support during the annual performance and compensation review cycles, including data validation, report generation, and system testing.
Maintaining and updating the company's job architecture and family structures to ensure clear career pathways and organizational consistency.
Researching emerging trends and best practices in compensation, job design, and organizational effectiveness to contribute fresh insights to the HR team.
Developing compelling reports, presentations, and data visualizations to communicate findings from job analysis and compensation studies to HR partners and business leaders.
Assisting in audits to ensure job classifications and compensation practices are in compliance with relevant laws and regulations, such as the Fair Labor Standards Act (FLSA).
Collaborating with the Talent Acquisition team to provide compensation analysis and recommendations for new hire offers, ensuring internal equity and market competitiveness.
Documenting job analysis and compensation processes and workflows to create standardized operating procedures and a shared knowledge base for the team.
Performing data integrity audits within the Human Resources Information System (HRIS) to ensure job, pay, and employee data is accurate and up-to-date.
Providing analytical support for organizational restructuring by mapping jobs, evaluating new roles, and assessing potential compensation impacts.
Assisting in the development and maintenance of salary ranges and pay structures for various job families and geographic locations.
Interpreting complex results from compensation surveys and presenting key market trends and their implications for the organization's talent strategy.

Secondary Functions

Supporting ad-hoc data requests and exploratory data analysis from HR Business Partners and leadership.
Contributing to the organization's broader data strategy and roadmap by identifying opportunities for process improvement and enhanced analytics.
Collaborating with various business units to translate their evolving talent needs into clear job architecture and engineering requirements.
Participating in sprint planning, daily stand-ups, and other agile ceremonies within the People Analytics or Total Rewards team.
Assisting in the development of training materials and communications for managers regarding compensation programs and job structures.
Reviewing job titles across the organization to ensure consistency, clarity, and alignment with our established job architecture.

Required Skills & Competencies

Hard Skills (Technical)

Advanced Data Analysis in Excel: High proficiency in Microsoft Excel is a must, including the ability to build and manipulate pivot tables, use VLOOKUP/INDEX-MATCH, and create complex formulas for robust data analysis.
HRIS Familiarity: Exposure to and curiosity about Human Resources Information Systems (HRIS) such as Workday, SAP SuccessFactors, or Oracle HCM.
Data Visualization: Experience with or a strong desire to learn data visualization tools like Tableau or Power BI to transform raw data into compelling stories.
Statistical Foundation: A foundational understanding of basic statistical concepts (mean, median, standard deviation) and their practical application in a business context.
Research Skills: Ability to effectively research industry best practices, market trends, and regulatory requirements using various online and offline resources.

Soft Skills

Exceptional Analytical Mindset: Superior analytical and critical thinking skills, with the ability to collect, organize, analyze, and disseminate significant amounts of information with an unwavering attention to detail and accuracy.
Discretion and Integrity: Demonstrated ability to handle highly confidential and sensitive information with the utmost professionalism and integrity. This is non-negotiable.
Clear & Concise Communication: Excellent verbal and written communication skills, with a talent for distilling complex data into clear, understandable insights for both technical and non-technical audiences.
Inherent Curiosity & Problem-Solving: A natural curiosity and strong problem-solving orientation, with a knack for asking insightful questions and digging for the "why" behind the data.
Collaborative Spirit: Strong interpersonal and collaboration skills, with the ability to build relationships and work effectively in a fast-paced, team-oriented environment.
Organizational Prowess: Solid organizational and time-management skills, with the ability to manage multiple tasks and deadlines without sacrificing quality.

Education & Experience

Educational Background

Minimum Education:

Currently pursuing or recently completed a Bachelor's degree from an accredited university.

Preferred Education:

Currently pursuing or recently completed a Master's degree in a relevant field.

Relevant Fields of Study:

Human Resources Management
Business Administration (with a concentration in HR or Finance)
Industrial-Organizational Psychology
Data Analytics or Statistics
Economics or Finance

Experience Requirements

Typical Experience Range:

0-1 years of relevant experience. Significant and relevant academic coursework and projects are highly valued.

Preferred:

Prior internship experience within a corporate HR, compensation, finance, or data analysis function is a significant plus.
Experience working with large datasets in an academic or professional setting.