Sr. Compensation Analyst

Baltimore, MD, United States

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Jhpiego is seeking a Sr. Compensation Analyst to join their dynamic Global Human Resources team. The Sr. Compensation Analyst supports Jhpiego in matters related to international and non-classified staff compensation including but not limited to job classification, market pricing, pay studies, policy and Wage & Hour Laws interpretations, compensation education and training. They will consult with management in job design and/or establishing career ladders. Assumes lead responsibility for and assists with compensation projects and initiatives.

Responsibilities:

Performs job analysis and classifies a wide variety of jobs across job families and pay ranges for Jhpiego’s international offices. This may include United States based positions that are outside of the classification structure.

Provides advice and guidance to management in job re-design and/or establishing career ladders.

Provides guidance to international country offices and or departments on salary actions; e.g., job reclassifications, developmental growth plans, promotions, bonus/pay supplements, overtime calculations, annual increases, internal/external equity adjustments, according to established policies and procedures and/or federal/state/local laws and regulations.

Performs comprehensive and detailed data analysis to determine competitive position to update salary range structures and market reference data annually for non-classified and international staff and assists with the Organization’s annual salary planning process as needed.

Conducts special compensation studies of salary and pay practices, especially for our international offices. Analyzes data, creates and presents reports, and develops recommendations as appropriate.

Assists and/or leads compensation projects. Participates in project from conceptualization to implementation. Conducts and participates in annual salary surveys and ensures appropriate and up-to-date matches.

Collaborates with the central compensation team on compensation matters related to classified staff.

Assists with training supervisors and country HR teams.

Special Skills, Knowledge & Abilities:

Working knowledge of principles, theories and concepts for administering compensation programs, including working knowledge of compensation policies, procedures, best practices, applicable laws and regulations, e.g., Fair Labor Standards Act for both United States and other countries.

Demonstrable experience in compensation analysis for international offices and donor funded programs such as USAID would be preferred.

Requires experience with job analysis, job classification system and market pricing within the NGO and international development market.

Highly analytical with the ability to conduct job audits/interviews, perform detailed analysis of qualitative and quantitative data including skill in creating complex spreadsheets which require the use of complex formulas. Detail oriented with the ability to think creatively, objectively and see the big picture.

Ability to work independently with minimal supervision.

Strong communication and interpersonal skills with the ability to work collaboratively with others and interact with various levels of employees in a highly decentralized, complex and large organization.

Strong problem-solving ability with the ability to make difficult decisions and conduct difficult conversations effectively.

High level of discretion, tact, diplomacy, and professionalism. Is ethical and is capable of maintaining confidentiality.

Strong work ethic.

Jhpiego is seeking a Sr. Compensation Analyst to join their dynamic Global Human Resources team. The Sr. Compensation Analyst supports Jhpiego in matters related to international and non-classified staff compensation including but not limited to job classification, market pricing, pay studies, policy and Wage & Hour Laws interpretations, compensation education and training. They will consult with management in job design and/or establishing career ladders. Assumes lead responsibility for and assists with compensation projects and initiatives.

Responsibilities:

Performs job analysis and classifies a wide variety of jobs across job families and pay ranges for Jhpiego’s international offices. This may include United States based positions that are outside of the classification structure.

Provides advice and guidance to management in job re-design and/or establishing career ladders.

Provides guidance to international country offices and or departments on salary actions; e.g., job reclassifications, developmental growth plans, promotions, bonus/pay supplements, overtime calculations, annual increases, internal/external equity adjustments, according to established policies and procedures and/or federal/state/local laws and regulations.

Performs comprehensive and detailed data analysis to determine competitive position to update salary range structures and market reference data annually for non-classified and international staff and assists with the Organization’s annual salary planning process as needed.

Conducts special compensation studies of salary and pay practices, especially for our international offices. Analyzes data, creates and presents reports, and develops recommendations as appropriate.

Assists and/or leads compensation projects. Participates in project from conceptualization to implementation. Conducts and participates in annual salary surveys and ensures appropriate and up-to-date matches.

Collaborates with the central compensation team on compensation matters related to classified staff.

Assists with training supervisors and country HR teams.

Special Skills, Knowledge & Abilities:

Working knowledge of principles, theories and concepts for administering compensation programs, including working knowledge of compensation policies, procedures, best practices, applicable laws and regulations, e.g., Fair Labor Standards Act for both United States and other countries.

Demonstrable experience in compensation analysis for international offices and donor funded programs such as USAID would be preferred.

Requires experience with job analysis, job classification system and market pricing within the NGO and international development market.

Highly analytical with the ability to conduct job audits/interviews, perform detailed analysis of qualitative and quantitative data including skill in creating complex spreadsheets which require the use of complex formulas. Detail oriented with the ability to think creatively, objectively and see the big picture.

Ability to work independently with minimal supervision.

Strong communication and interpersonal skills with the ability to work collaboratively with others and interact with various levels of employees in a highly decentralized, complex and large organization.

Strong problem-solving ability with the ability to make difficult decisions and conduct difficult conversations effectively.

High level of discretion, tact, diplomacy, and professionalism. Is ethical and is capable of maintaining confidentiality.

Strong work ethic.

Minimum Qualifications

Bachelor's degree in Human Resources, Business Administration, or otherrelated field

Five years related experience

Additional education may substitute for required experience, to the extent permitted by the JHU equivalency formula

Classified Title: Sr. Compensation Analyst

Job Posting Title (Working Title): Sr. Compensation Analyst

Role/Level/Range: ATP/04/PE

Starting Salary Range:

Employee group: Full Time

Schedule: Mon - Fri 8:30 AM - 5:00 PM

Exempt Status: Exempt

Location: Jhpiego

Department name: 60000108-Global Human Resources GHR

Personnel area: Academic and Business Centers

Total Rewards

The referenced base salary range represents the low and high end of Johns Hopkins University’s salary range for this position. Not all candidates will be eligible for the upper end of the salary range. Exact salary will ultimately depend on multiple factors, which may include the successful candidate's geographic location, skills, work experience, market conditions, education/training and other qualifications. Johns Hopkins offers a total rewards package that supports our employees' health, life, career and retirement. More information can be found here: https://hr.jhu.edu/benefits-worklife/ .

Education and Experience Equivalency

Please refer to the job description above to see which forms of equivalency are permitted for this position. If permitted, equivalencies will follow these guidelines: JHU Equivalency Formula: 30 undergraduate degree credits (semester hours) or 18 graduate degree credits may substitute for one year of experience. Additional related experience may substitute for required education on the same basis. For jobs where equivalency is permitted, up to two years of non-related college course work may be applied towards the total minimum education/experience required for the respective job.

Applicants Completing Studies

Applicants who do not meet the posted requirements but are completing their final academic semester/quarter will be considered eligible for employment and may be asked to provide additional information confirming their academic completion date.

Background Checks

The successful candidate(s) for this position will be subject to a pre-employment background check. Johns Hopkins is committed to hiring individuals with a justice-involved background, consistent with applicable policies and current practice. A prior criminal history does not automatically preclude candidates from employment at Johns Hopkins University. In accordance with applicable law, the university will review, on an individual basis, the date of a candidate's conviction, the nature of the conviction and how the conviction relates to an essential job-related qualification or function.

Diversity and Inclusion

The Johns Hopkins University values diversity, equity and inclusion and advances these through our key strategic framework, the JHU Roadmap on Diversity and Inclusion .

Equal Opportunity Employer

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Accommodation Information

If you are interested in applying for employment with The Johns Hopkins University and require special assistance or accommodation during any part of the pre-employment process, please contact the Talent Acquisition Office at [email protected] . For TTY users, call via Maryland Relay or dial 711. For more information about workplace accommodations or accessibility at Johns Hopkins University, please visit https://accessibility.jhu.edu/ .

Vaccine Requirements

Johns Hopkins University strongly encourages, but no longer requires, at least one dose of the COVID-19 vaccine. The COVID-19 vaccine does not apply to positions located in the State of Florida. We still require all faculty, staff, and students to receive the seasonal flu vaccine . Exceptions to the COVID and flu vaccine requirements may be provided to individuals for religious beliefs or medical reasons. Requests for an exception must be submitted to the JHU vaccination registry.  This change does not apply to the School of Medicine (SOM). SOM hires must be fully vaccinated with an FDA COVID-19 vaccination and provide proof of vaccination status. For additional information, applicants for SOM positions should visit https://www.hopkinsmedicine.org/coronavirus/covid-19-vaccine/  and all other JHU applicants should visit https://covidinfo.jhu.edu/health-safety/covid-vaccination-information/ .

The following additional provisions may apply, depending upon campus. Your recruiter will advise accordingly.

The pre-employment physical for positions in clinical areas, laboratories, working with research subjects, or involving community contact requires documentation of immune status against Rubella (German measles), Rubeola (Measles), Mumps, Varicella (chickenpox), Hepatitis B and documentation of having received the Tdap (Tetanus, diphtheria, pertussis) vaccination. This may include documentation of having two (2) MMR vaccines; two (2) Varicella vaccines; or antibody status to these diseases from laboratory testing. Blood tests for immunities to these diseases are ordinarily included in the pre-employment physical exam except for those employees who provide results of blood tests or immunization documentation from their own health care providers. Any vaccinations required for these diseases will be given at no cost in our Occupational Health office.

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