Compensation Analyst Jobs in Georgia

Compensation Analyst III

Human Resource Administration

Georgia State University

The Department of Classification and Compensation coordinates the university’s staff job classification process. We help establish new staff positions and reclassify existing ones. We also assist with compensation ranges and strategic job design.

Are you passionate about ensuring employees are compensated fairly for the work they perform? If you are, we have the perfect opportunity for you! We hire great people from a wide variety of educational, career, and personal backgrounds, not just because it is the right thing to do, but because it makes us a stronger team. The department of Classification and Compensation at Georgia State University seeks to hire an experienced Compensation Analyst III to join our team.

• Generous benefits, including health, dental, vision, tuition assistance, retirement, etc.
• A knowledge-sharing organization that works collaboratively with diverse partners.
• Professional development opportunity and mentorship.
• A rapidly growing center within an academic setting.

POSITION SUMMARY:

The Compensation Analyst III provides advanced-level expertise in compensation analysis, classification, and workforce planning. This role serves as a senior consultant to HR leadership and organizational partners, supporting complex compensation initiatives, ensuring data integrity, and driving process improvements. The position may act in a lead capacity in the absence of the Associate Director.

KEY RESPONSIBILTIES:

Compensation Consulting & Classification

• Provide advanced HR consultation on complex compensation actions, including reorganizations, comprehensive classification reviews and evaluations of minimum hiring standards.
• Conduct desk audits to asses job duties, responsibilities, and appropriate classification.
• Assist in the creation and revision of job specifications, including drafting documentation, assigning job codes, and updating systems and internal records.

Market Analysis & Compensation Strategy

• Conduct in-depth market analysis to evaluate the competitiveness of compensation programs.
• Asses pay grade assignments and develop data-driven recommendations based on internal equity and external benchmarks.
• Coordinate and complete external market surveys; serve as liaison with compensation survey vendors.

Data Analysis & Compliance

• Analyze compensation and workforce data trends to support workforce planning and strategic decision-making.
• Perform data audits and update records to ensure accuracy, consistency, and compliance with institutional policies and applicable regulations.

Process Improvement & Documentation

• Collaborate with the Assistant Director to lead process-mapping initiatives related to large-scale compensation structure changes.
• Evaluate workflows, develop standard operating procedures, and recommend process improvements.
• Develop and maintain comprehensive documentation of compensation processes for internal use and broader organizational transparency.

Training, Leadership & Support

• Provide training, mentorship, and guidance to junior staff.
• Serve as a consultant and resource to Human Resource Officers and other stakeholders.
• Act as lead in the absence of the Associate Director, ensuring continuity of operations and project oversight.
• Perform other duties as assigned.

• Excellent consulting, communication, and interpersonal skills.
• Strong analytical and problem-solving abilities.
• Ability to work with sensitive information
• Ability to exercise discretion, sound judgment and function independently.
• Proven ability to manage multiple projects and meet deadlines.
• Demonstrated ability to build trust and collaborate effectively with leaders at all levels.

Salary offers will be determined based on the candidate’s qualifications in relation to the Minimum Hiring Standards. Candidates earlier in their careers are typically offered salaries closer to the minimum of the hiring range, while those with more advanced or relevant experience may be considered for compensation at or above the hiring range.

Disclaimer: This job requisition provides a high-level job definition. It is not intended to provide a comprehensive or exclusive list of job duties. As such, job duties and/or responsibilities within the context of this job requisition may change at the discretion the employee’s direct supervisor.

Qualifications

:

Minimum Hiring Qualifications:

Bachelor's degree and four years of related experience, or a combination of education and related experience.

Preferred Hiring Requirements:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Five (5) or more years of experience in Human Resources, Compensation, and/or HR data analytics, at least three of which must have been in compensation.
• Experience in a public sector or higher education setting.
• Experience with compensation tools such Payscale and/or Salary.com
• Familiarity with a variety of salary surveys (e.g., CUPA-HR, Mercer, WTW, Culpepper).
• Experience using enterprise level ERP/HRIS systems such as Workday.
• Advanced proficiency with Microsoft Excel for data analysis and reporting.

Department: Classification and Compensation

Location

: Atlanta Campus

Shift: 8:30AM - 5:15PM

Salary : (Min)$66,600 - (Mid)$83,400 - (Max)$100,000

FLSA Status: Exempt

Job Type: Full Time (Benefits Eligible)

Job Posting

: 10/29/26, 12:52:57 PM

Closing Date

: 11/12/26, 10:59:00 PM

Special Instructions:

To be fully considered for this position, all candidates at the time of submission must provide the following documents:

• A complete and accurate GSU application
• Cover Letter
• Resume
• Finalist will be required to provide 3 professional references

Georgia State University ValuesCOMMUNITY: Fostering a distinctive shared identity and common purpose across our multi-campus university, IDENTITY, PLACEMAKING & BELONGING: Respecting the dignity and value of all people and perspectives through honorable conduct based on engagement, fairness, access, and civility, TRANSFORMATION: Intentionally pursuing knowledge, practice, and scholarly rigor to inspire lifelong learning, and to make our community and the world a better placeINTEGRITY: Adhering to our values, mission, and the truth through respectful cooperation and effective stewardship of resources, EXCELLENCE: Achieving the highest standards and distinction in teaching, research, and service, STRATEGIC INNOVATION: Embracing invention and creativity in the pursuit of meaningful discovery using our collective talents USG Core Value StatementThe University System of Georgia is comprised of our 25 institutions of higher education and learning, as well the System Office. Our USG Statement of Core Values are Integrity, Excellence, Accountability and Respect. These values serve as the foundation for all that we do as an organization, and each USG community member is responsible for demonstrating and upholding these standards. More details on the USG Statement of Core Values and Code of Conduct are available in USG Board Policy 8.2.18.1.2 and can be found on-line at https://www.usg.edu/policymanual/section8/C224/#p8.2.18_personnel_conduct Additionally, USG supports Freedom of Expression as stated in Board Policy 6.5 Freedom of Expression and Academic Freedom found on-line at https://www.usg.edu/policymanual/section6/C2653.

Equal Employment OpportunityGeorgia State University is an equal opportunity employer with regard to veterans and individuals with disabilities and prohibits discrimination on the basis of an individual’s race, color, religion, sex, national origin, age, disability,, genetic information, or protected veteran status. Background Check Successful candidate must be able to pass a comprehensive criminal background investigation and other background searches as applicable to the job such as credit check and Motor Vehicle Record. Clery Disclosure of Campus Security Policy and Campus Crime: Georgia State University is committed to its students' and employees' safety and security.It complies with the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (Clery Act) to provide information on certain crimes on campus. This position may be designated as a Campus Security Authority, ensuring that reported crimes are routed to the appropriate University office.

Please note, Georgia State University’s career board updates daily and requisitions are subject to be removed without prior notice or before the posting expires.

Georgia State University prohibits discrimination on the basis of an individual's age, color, disability, genetic information, national origin, race, religion, sex, or veteran status.