Workforce and Compensation Analyst

General Summary: Plan, develop, administer, and evaluate the City's classification and compensation program while providing strategic workforce planning, organizational analysis, and workforce analytics. Conduct market compensation studies, job analyses, classification reviews, organizational structure evaluations, and workforce trend analyses to support data-driven organizational decision-making. Develop recommendations that promote fair compensation practices, effective organizational design, workforce sustainability, and operational excellence. Perform other duties as assigned. Success in this role requires extensive knowledge of classification and compensation administration, organizational development, workforce planning, statistical analysis, and human resources best practices. The ideal candidate possesses strong analytical and critical thinking skills, the ability to interpret complex data and translate findings into strategic recommendations, and the ability to build collaborative relationships throughout the organization. The ideal candidate possesses the ability to follow a management philosophy that is input-oriented and values problem solving and partnership development; the ability to work effectively as a member of a team; and the desire to be part of an organization that values service, people, integrity, responsibility, innovation, and teamwork.

Distinguishing Features of the Class: The employee in this position reports to the Chief Human Resources Officer, and work is performed under general supervision. Work is reviewed through conferences, reports, recommendations, and results achieved.Job Duties

• Administer, oversee, and continuously evaluate the City's classification and compensation program.
• Conduct comprehensive job analyses to evaluate duties, responsibilities, knowledge, skills, abilities, and organizational impact.
• Review requests for new positions, reclassifications, reorganizations, and position modifications; prepare recommendations supported by job analysis and market data.
• Conduct market compensation studies utilizing public and private sector salary surveys and comparable employer data.
• Benchmark positions to evaluate external competitiveness and internal equity.
• Develop recommendations regarding classification assignments, salary grades, pay adjustments, and compensation strategies.
• Develop, revise, and maintain job descriptions, classification specifications, and compensation documentation.
• Conduct organization-wide reviews of position classifications to ensure consistency, equity, and alignment with organizational objectives.
• Analyze organizational structures, reporting relationships, spans of control, and staffing models to identify opportunities for improved operational effectiveness.
• Assist departments in evaluating organizational restructuring proposals and staffing requests.
• Develop workforce planning models and staffing analyses to support long-term organizational needs.
• Analyze workforce data including vacancy rates, turnover rates, retention trends, employee movement, workforce demographics, retirements, promotions, and succession planning metrics.
• Develop dashboards, reports, scorecards, and workforce metrics to support executive leadership decision-making.
• Analyze recruitment, retention, compensation, and workforce trends to identify risks and opportunities.
• Conduct statistical analyses and forecasting to support workforce planning and budget development.
• Prepare reports, presentations, and recommendations for executive leadership, the City Manager, City Council, and department directors.
• Research labor market trends, compensation best practices, organizational design methodologies, and workforce planning strategies.
• Collaborate with department directors to evaluate operational needs and recommend organizational improvements.
• Assist in the implementation and administration of classification and compensation studies.
• Maintain workforce and compensation databases while ensuring data accuracy and integrity.
• Ensure compliance with applicable federal, state, and local laws governing classification, compensation, and employment practices.
• Develop and recommend policies, procedures, and administrative practices related to classification, compensation, workforce planning, and organizational development.
• Participate in salary surveys, compensation studies, and benchmarking initiatives.
• Assist with collective bargaining preparation by providing compensation analyses, workforce data, and labor market information as assigned.
• Train supervisors and managers regarding classification processes, job analysis, compensation philosophy, and organizational planning.
• Maintain professional knowledge through participation in professional organizations, conferences, continuing education, and review of industry best practices.
• Participate on committees, cross-functional teams, and organizational initiatives supporting strategic Human Resources objectives.
• Perform other duties as assigned.

Knowledge, Skills and Abilities

• Classification and Compensation Administration – Thorough knowledge of job evaluation methodologies, classification systems, compensation administration, salary survey analysis, market pricing, internal equity, pay plan development, and compensation philosophy.
• Workforce Planning and Organizational Development – Knowledge of workforce planning methodologies, organizational design, succession planning, staffing analysis, organizational effectiveness, and change management principles.
• Human Resources – Knowledge of human resources principles, position management, recruitment, employee relations, performance management, workforce planning, and organizational development.
• Data Analysis and Human Resources Information Systems (HRIS) – Knowledge of HRIS systems, workforce analytics, database management, reporting tools, statistical analysis, dashboard development, and data visualization techniques.
• Administration and Management – Knowledge of strategic planning, organizational analysis, business process improvement, budgeting, resource allocation, project management, and leadership principles.
• Economics, Budgeting, and Financial Analysis – Knowledge of labor market economics, compensation budgeting, forecasting, financial analysis, cost modeling, and fiscal management.
• Law and Government – Knowledge of applicable federal, state, and local employment laws, compensation regulations, Fair Labor Standards Act (FLSA), Equal Pay Act, and related employment requirements.
• Research and Statistical Analysis – Knowledge of quantitative and qualitative research methods, statistical analysis, forecasting techniques, trend analysis, and data interpretation.
• Communication – Excellent written and verbal communication skills with the ability to prepare executive reports, presentations, policy recommendations, and technical documentation.
• Critical Thinking – Ability to analyze complex organizational issues, identify trends, evaluate alternatives, and develop strategic recommendations.
• Active Listening – Ability to understand organizational needs, gather relevant information, and collaborate effectively with leadership and employees.
• Complex Problem Solving – Ability to evaluate organizational, workforce, and compensation challenges and develop practical, data-driven solutions.
• Judgment and Decision Making – Ability to exercise sound professional judgment, maintain confidentiality, prioritize competing priorities, and make recommendations consistent with organizational goals and legal requirements.
• Analytical Skills – Ability to collect, interpret, and present workforce, organizational, compensation, and labor market data to support executive decision-making.

Minimum Qualifications

• Bachelor's degree in Human Resources Management, Business Administration, Public Administration, Organizational Leadership, Economics, Finance, Statistics, Industrial/Organizational Psychology, or a related field; and
• Five (5) years or more of progressively responsible experience in classification and compensation, workforce analytics, organizational development, human resources, management analysis, or a related analytical field.

Preferred/Desired Qualifications

• Certified Compensation Professional (CCP)
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification
• Master's degree in Human Resources, Public Administration, Business Administration, Organizational Leadership, or related field
• Experience conducting classification and compensation studies
• Experience with workforce analytics, business intelligence, or data visualization software
• Experience with organizational design and workforce planning
• Experience working in a human resources office within a government organization

Residency Requirement: Employee shall establish their principal place of residence within fifty (50) miles of the corporate limits of the City of Dubuque as soon as practicable after appointment, but within two years of appointment.

FLSA Status: Exempt