Torchora
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Key Responsibilities and Required Skills for a Job Evaluation Intern

💰 $22 - $35 per hour

Human ResourcesInternshipsAnalyticsCompensation & Benefits

🎯 Role Definition

Embark on a rewarding journey into the heart of organizational design and compensation strategy with our Job Evaluation Intern position. This is more than just an internship; it's a hands-on, immersive experience where you will play a crucial role in ensuring our job architecture is fair, competitive, and aligned with our strategic goals. You will work alongside seasoned HR professionals, analyzing roles, benchmarking against market data, and directly contributing to projects that impact every employee. If you have a passion for data, a keen eye for detail, and a desire to understand how companies build equitable and motivating career frameworks, this role is your ideal starting point.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Recent Graduate (HR, Business, Finance, I/O Psychology)
  • HR Coordinator or Administrative Assistant
  • Data Analyst Student or Entry-Level Analyst

Advancement To:

  • Compensation Analyst
  • Job Evaluation Specialist
  • HR Analyst / People Analytics Analyst

Lateral Moves:

  • HR Business Partner (entry-level)
  • Talent Acquisition Analyst
  • HRIS Analyst

Core Responsibilities

Primary Functions

  • Assist in the comprehensive analysis and evaluation of new and existing job positions to determine their relative value and appropriate salary grade.
  • Participate in conducting detailed job analysis interviews and surveys with employees and managers to gather critical information on job duties and responsibilities.
  • Support the maintenance and integrity of the company's job description library, ensuring all descriptions are current, accurate, and compliant with legal standards like the FLSA.
  • Learn and apply established job evaluation methodologies, such as point-factor systems or market pricing, to systematically assess and classify roles.
  • Contribute to large-scale job architecture and career-leveling projects, helping to create clear and consistent career paths for employees.
  • Gather and analyze compensation survey data from various third-party vendors (e.g., Radford, Mercer) to benchmark company salaries against the external market.
  • Prepare detailed reports, data visualizations, and presentations summarizing job evaluation findings, market data, and compensation recommendations for HR leadership.
  • Collaborate with HR Business Partners and Talent Acquisition teams to provide expert guidance on job leveling for new requisitions, internal transfers, and promotions.
  • Assist in the regular review and auditing of current job classifications to ensure ongoing internal equity and consistency across different departments.
  • Develop and maintain clear documentation for job evaluation processes, methodology guidelines, and decision-making tools to ensure standardization.
  • Support the administration of the annual salary review, promotion, and bonus cycles by providing accurate job, employee, and salary range data.
  • Research industry best practices in job evaluation, compensation structures, and total rewards to contribute innovative ideas for process improvement.
  • Analyze the impact of proposed reorganizations on job roles and work with managers to define new or revised position descriptions accurately.
  • Utilize the Human Resources Information System (HRIS) like Workday or SuccessFactors to extract, manage, and analyze employee and job-related data.
  • Participate in special projects related to pay equity analysis, ensuring fair and unbiased compensation practices across diverse employee populations.
  • Help create and update job titling conventions and guidelines to ensure market alignment and internal consistency.
  • Support the preparation of communication materials for managers and employees to explain job evaluation outcomes and our overall compensation philosophy.
  • Assist in managing foundational job data structures within the HRIS, including job codes, families, and functions.
  • Conduct ad-hoc market pricing for niche, emerging, or hard-to-fill roles to support competitive talent acquisition and retention strategies.
  • Support the validation and calibration of job evaluation results during committee meetings with senior business leaders to gain alignment.
  • Analyze organizational structures to provide insights on potential role overlaps, career pathing gaps, or inconsistencies in job design.
  • Partner with the compensation team to model the financial impact of potential adjustments to salary structures or job grade assignments.

Secondary Functions

  • Support ad-hoc data requests and exploratory data analysis from HR and business leaders.
  • Contribute to the continuous improvement of People Analytics processes and reporting dashboards.
  • Collaborate with business units to translate their organizational challenges into data-driven job design and evaluation projects.
  • Participate in sprint planning, daily stand-ups, and retrospective ceremonies within the agile People & Culture team.

Required Skills & Competencies

Hard Skills (Technical)

  • High proficiency in Microsoft Excel, including pivot tables, VLOOKUP, INDEX/MATCH, and complex logical formulas for robust data analysis.
  • Experience with or ability to quickly master HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM).
  • Familiarity with data visualization tools such as Tableau or Microsoft Power BI to create insightful dashboards and reports.
  • Foundational understanding of statistical analysis, data manipulation, and quantitative modeling techniques.
  • Strong research capabilities for gathering competitive intelligence, market trends, and best practices in total rewards.
  • Experience with compensation survey platforms and market pricing tools (e.g., Radford, Mercer, Willis Towers Watson) is a significant advantage.

Soft Skills

  • Exceptional analytical and quantitative problem-solving skills combined with a meticulous attention to detail.
  • Unwavering integrity and a high level of discretion, with a demonstrated ability to handle highly confidential and sensitive information.
  • Excellent written and verbal communication skills, capable of presenting complex data and concepts in a clear and compelling manner.
  • Strong organizational and time-management abilities, with a proven capacity to manage multiple priorities in a dynamic, fast-paced environment.
  • A highly collaborative and team-oriented mindset with strong interpersonal skills to build relationships with cross-functional partners.
  • An innate curiosity and a proactive, self-starter approach to learning, problem-solving, and continuous process improvement.

Education & Experience

Educational Background

Minimum Education:

Currently pursuing or recently completed a Bachelor's degree.

Preferred Education:

Currently pursuing or recently completed a Master's degree (e.g., MBA, MHRM, Master's in Industrial-Organizational Psychology or Analytics).

Relevant Fields of Study:

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

Experience Requirements

Typical Experience Range:

0-1 years of professional or internship experience in an HR, finance, or data-focused analytical role.

Preferred:

Previous internship experience within a corporate HR, compensation, total rewards, or people analytics function is highly desirable.

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