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Classification & Compensation Analyst

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Classification & Compensation Analyst

Salary

$80,000.00 Annually

Location

Boise, ID

Job Type

Full-Time with Benefits

Job Number

02793

Department

Human Resources

Opening Date

12/01/2025

+ Description

+ Benefits

General Summary

$80,000 + DOE

Ada County is a great place to work! Join Our Team – Make an Impact Where It Matters Most.

We’re looking for a detail-oriented, data-savvy Compensation Analyst to join our Human Resources team. In this role, you’ll help ensure our pay programs are fair, competitive, and aligned with the needs of our organization.

Your work directly supports our ability to attract top talent, motivate employees, and retain a strong and engaged workforce. You’ll review job descriptions, evaluate positions, study market data, and provide leaders with clear compensation insights that guide organizational decision-making.

This is a great opportunity for someone who loves research, enjoys solving puzzles with data, and wants their work to positively impact the employee experience across the organization. If you enjoy solving complex problems with data and want your work to make a positive impact across the entire organization, this role is for you!

Ada County Human Resources

The Ada County Human Resources Department serves over 2,000 county employees, as well as the county’s 7 elected offices and 13 departments. Our Human Resources values are the foundation of how we support, engage, and empower our team. These values guide every decision we make — from hiring and development to workplace culture and employee well-being.

HR VALUES:

Serve Big: We aim high and give our all. We're here to make a difference.

Better Together: Our talents and ideas are welcome here, and we'll grow even better side-by-side.

Build Trust: We are committed to honesty, accountability, and meaningful connections

We offer a competitive Total Rewards package that increases your base salary by approximately 40%, including:

•Excellent medical, dental, and vision insurance

•Generous vacation and sick leave starting on day one

•11 paid holidays annually

•Participation in one of the nation’s best state retirement systems, with 11.96% employer contribution

•457(b) deferred compensation plan with up to 3% county match, plus a 401(k)

•Paid parental leave, life insurance, and robust wellness programs

•Ongoing training opportunities and career pathing

•Remote work upon completion of training (up to 2 days/wk.)

Learn more about Ada County Human Resources by visiting Ada County Human Resources (https://adacounty.id.gov/human-resources/) .

POSITION GENERAL SUMMARY:

The Classification and Compensation Analyst performs professional-level work in the administration, analysis, and maintenance of the organization’s classification and compensation program, practices and systems. This position supports Ada County’s elected offices, departments, and divisions in the areas of classification, compensation, and general human resources activities. The role proactively performs specialized tasks and analysis related to position classification, job evaluation, market reviews, project coordination, compliance, and salary administration to support decision making, strategic planning in alignment with compensation philosophy.

Distinguishing Features of the Class:

This position works under minimal supervision and carries out work assignments in accordance with instructions, policies, previous training, or accepted human resource practices. The incumbent is given latitude to exercise discretion and independent judgement to accomplish work.

Essential Functions

Classification & Analysis

+ Collects and thoroughly analyzes data, makes sound recommendations in alignment with Ada County’s compensation philosophy, practices and in accordance with federal and state regulations.

+ Conducts research and recommends appropriate job classification and compensation structure for Ada County positions;

+ Performs a variety of compensation studies, market analysis, compression review, internal equity review, Fair Labor Standards Act (FLSA) status determination, and related analyses;

+ Performs compensation research, data analysis, design, planning and administration of the compensation program;

+ Researches market compensation trends and prepare recommendations to organizational leaders to remain competitive in recruiting and retention;

+ Develops compensation models, projections, and cost scenarios to support decision-making;

+ with classification studies, pay structure reviews, and organizational realignment projects;

+ Provides HR support functions of the Ada County budgetary process, including reviewing proposed personnel change requests, supporting the HR Management team during budget deliberations, and facilitating approved fiscal year adjustments;

+ Proactively reviews compensation for consistency across departments, ensure fairness and equity;

+ Participates in the development and refinement of compensation policies, procedures, and administrative guidelines.

+ Makes recommendations and drives development of compensation strategies in alignment with short and long-term goals and objectives to the Human Resources Director, department heads, and elected officials;

+ Responds to public records requests and participates in salary surveys;

+ Conducts audits to ensure compliance with county, state and federal and regulations including Title VII, FLSA, EEOC, etc.

Job Description Management

+ Maintains job descriptions, job families, and classification related documents to accurately reflect essential functions and requirements;

+ Performs job audits and interviews employees, staff, clients, and partners on classification and compensation-related matters;

+ Conducts FLSA analyses and maintains documentation related to exemption designations.

Consultation and Training

+ Provide guidance to managers, HR partners, and elected officials on broad range of compensation and classification issues and decisions related to best practices and policy interpretation; Provides advice and recommendations on compensation decisions involving: new hire salaries, promotions, reclassifications, salary adjustments, and reorganizations;

+ Support departments in understanding classification guidelines, salary placement, and internal equity considerations;

+ Prepare and deliver training or informational sessions about job evaluation processes, compensation program procedure, policies, pay practices, and market trends;

+ Serve as a resource for explaining market data, pay trends, and organizational impacts in clear, accessible language.

Human Resource Information System (HRIS)

+ Maintains and updates job classification, position, and personnel information in HRIS, files, and records;

+ Processes personnel actions for consistency and accuracy in a timely manner to meet review, approval, and payroll deadlines;

+ Run and analyze HRIS reports, dashboards, and data extracts to support audits, studies, and leadership requests;

+ Collaborate with HRIS, IT to enhance system workflows, reporting capabilities, quarterly testing and data reliability;

+ Support annual updates to pay structures, salary ranges, and pay tables within the HRIS.

Additional Functions:

+ Works with employees and supervisors to discuss and resolve job classification and compensation disputes;

+ Participates with HR team on projects, initiatives and goals;

+ Interprets and explains human resource rules, regulations, policies, and procedures;

+ Performs related duties as required.

Job Requirements

+ Bachelor’s degree in Human Resources, Business/Public Administration, Finance, Economics, or a related field; or an equivalent combination of education and experience;

+ Two to four years of professional experience in compensation, classification, HR analytics, or a related field;

+ Professional certification (CCP, SHRM-CP/SHRM-SCP, PHR/SPHR, IPMA-HR) is preferred;

+ Public-sector compensation experience; preferred;

+ Knowledge of standard position classification methods and techniques, including salary surveys, job audits, organizational relationships, internal and external comparisons, class specifications, and slotting;

+ Knowledge of job design and compensation plan designs, including base pay, variable pay, and market pricing;

+ Knowledge of merit systems principles and practices;

+ Knowledge of the principles and best practices of human resource management, employee development, mentoring, and employee relations;

+ Knowledge of applicable employment laws and regulations;

+ Knowledge of effective employee supervision and motivation;

+ Knowledge of basic business budget management principles preferred;

+ Skill in reviewing, editing, and creating position descriptions and evaluating for placement in a job series and compensation band;

+ Skill in research methods and techniques;

+ Skill in compensation techniques, theory, practices, methods, programs, and plans;

+ Skill in preparing and analyzing statistical reports;

+ Skill in prioritizing multiple projects and deadlines;

+ Skill in working effectively with individuals at all levels: employees, managers, department heads, and elected officials;

+ Ability to effectively use MS Excel at an intermediate or advanced level;

+ Ability to effectively use MS Word, PowerPoint, HRIS systems, and other applicable software at an intermediate level;

+ Ability to interpret and explain laws, regulations, policies, and procedures;

+ Ability to advise senior leaders on compensation best practices, pay strategy, and market competitiveness;

+ Ability to explain complex information in an understandable fashion and to communicate effectively verbally and in writing, and make presentations in group settings;

+ Ability to adapt to changing business needs and conditions;

+ Ability to exercise tact and discretion;

+ Ability to work under own initiative and utilize independent judgment;

+ Ability to work as a member of a team to accomplish division and department goals;

+ Ability to maintain confidentiality of human resource issues and records.

Other Requirements:

+ Must possess a valid Idaho driver’s license.

Work Environment & Physical Demands

+ Work is performed primarily in an office environment and the employee in this class is subject to inside environmental conditions;

+ This position requires sustained periods using a keyboard and performing other computer work;

+ This position may require long periods of sitting or standing;

+ This position may travel throughout the county and conduct audits of jobs that require fieldwork.

To perform this job successfully, an individual must be able to perform the primary job responsibilities satisfactorily with or without reasonable accommodation. The above statements are intended to describe the general nature and level of work being assigned to this job. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of individuals in the job. This job description is not an employment agreement and/or an expressed or implied employment contract. Management has the exclusive right to alter this job description at any time without notice. Ada County provides Veteran's Preference for all County jobs except for those deemed "key positions" in accordance with Title 65, Chapter 5 of Idaho Code.

Visit us at adacounty.id.gov/Human-Resources/Employee-Benefits to view details regarding our benefits package, including: paid leave, healthcare benefits, retirement benefits, and more!

Use our Compensation Estimator Tool (https://app.powerbigov.us/view?r=eyJrIjoiZWRhZWNlOWItZjRjMy00NmM2LWI5YTctNDY4NzAzYTM3NDQ4IiwidCI6ImQ4NzFhM2Y3LTI5YTctNDFhYS1iNjczLWFiY2JhM2Q4NjUwYSJ9) to get a personalized look at what your total compensation could be including estimated salary, retirement contributions, health benefits and paid time off. This tool is designed to help prospective employees better understand the full value of working at Ada County.

Ada County recognizes that employees are our most valuable asset. We are proud to offer a comprehensive benefits package to benefit-eligible employees designed to support the health, wellness and long-term financial stability of our employees and their families.

Healthcare:

+ Low-cost medical, dental, vision premiums and deductibles

+ Post-employment health savings account

Retirement and Investments Plans:

+ PERSI retirement benefits

+ 457(b) post or pre-tax investments options with up to 3% employer match

+ 401(k)

Wellbeing Program:

+ Employee Assistance Program for short-term counseling on work, family, finances, and personal concerns.

+ Free ACHD Commuter ride vanpool program

+ Free bus pass

Paid-leave:

+ 11 paid holidays per year

+ 8 weeks paid Parental Leave

+ Approximately 96 hours of vacation accrual for full-time employee

+ Approximately 96 hours of sick accrual for full-time employee

+ 5 days paid bereavement leave

Life & Short-Term Disability Insurance

+ Basic Life Insurance employer paid if benefit eligible

+ Short Term Disability employer paid if benefit eligible

Optional Benefits:

+ Pre-tax Flexible Spending Account and Dependent Care Account

+ NCPERS Decreasing Term Life Insurance

+ Supplemental Employee, Spouse, Child Life Insurance

+ Supplemental Long-Term Disability Insurance

+ AFLAC

Employer

Ada County

Department

Human Resources

Address

200 W. Front St. Room #2210 Boise, Idaho, 83702

Phone

208-287-7123

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